Metro Transit

Minneapolis, MN

documented benefits (6)

Paid training	Bus operators are paid the full starting rate of $29.70/hour during training, not a reduced training wage, with annual increases. A signing bonus of $5,000 applies if you already hold a CDL with passenger endorsement and no air brake restriction, $3,000 if you do not. Metro Transit is approved to offer VA/GI Bill benefits. No repayment or clawback clause is published.
Shift differential	Bus operators working second or third shift earn up to $31.78 per hour against a $29.70 base - a premium of up to $2.08/hour for evenings and nights.
Pension	Metro Transit employees (a service of the Metropolitan Council) receive a pension through the Minnesota state retirement system, alongside medical, vision, dental and life insurance. Plan formula not published on the careers page.
Promoted from within	Metro Transit states that many of its senior leaders started as front-line workers, and that in many positions you are paid while you train before advancing.
Benefits while part-time	yes
Commuter benefit	yes

the legal floor where they are

Set by law, not by Metro Transit. It applies to every employer in Minneapolis, MN.

IVF cycles the state covers	THERE 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 gives	12 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 ill	No 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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