Metropolitan Atlanta Rapid Transit Authority

Atlanta, GA

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documented benefits (5)

Benefits while part-timeyes
Hours a week to qualifyWaiting period, not an hours threshold: full-time employees qualify for the benefits programme after 30 days of employment, part-time employees only after ONE YEAR. Same package either way (medical, dental, vision, FSA, wellness, EAP, short and long term disability, life insurance, retirement plans).
No experience neededJourneyman ET - Train Control (represented, $27.76/hour): high school diploma or equivalent plus 12 months of specialised formal training in electronic/electrical repair (vocational, trade school or military) and two years of journeyman-level experience - or three years of directly related experience in lieu of both. MARTA is a drug-free workplace and the role is safety sensitive.
Union contractMARTA labels every posting with its bargaining status: frontline trades such as Journeyman ET - Train Control are 'Classification: Represented' and paid an hourly rate, while supervisory roles are 'Non-represented' and salaried, with supervisors explicitly tasked with enforcing the labor contract. MARTA's represented operations and maintenance staff are covered by ATU Local 732.
Labour-law sanction$524,366 in back wages owed to 113 employees, across 4 concluded cases

the legal floor where they are

Set by law, not by Metropolitan Atlanta Rapid Transit Authority. It applies to every employer in Atlanta, GA.

IVF cycles the state coversTHERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are illNo federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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