Sheetz

Altoona, PA

documented benefits (24)

Hours a week to qualify	30+ hours a week unlocks the full benefits offering; part-time store employees below 30 hours are still eligible for selected plans. Cover starts after 9 months for part-time store employees (who must average 30+ hours), and after the first of the month following the 4th paycheck for full-time store employees. 37.5 hours a week is what counts as full time in a non-management store job.
Benefits while part-time	yes
Shift differential	1.5x pay for holidays worked and 2x on Christmas; store employees are asked to work a 4-hour shift on holidays
Schedule protection	Stores run 24/7/365 and shifts vary, but Sheetz publishes the shift hours it is hiring for inside every store job posting rather than after the offer
Equity	Employee stock ownership: fully vested after 3 years of service (Sheetz is family-owned and privately held)
Retirement match ceiling	4%
Retirement match	4% 401(k) match rate, Roth contributions available
Birthing-parent leave	12 weeks
Partner leave	2 weeks
Tuition reimbursement	$5,250
Degree paid upfront	Education scholarships to complete schooling free of charge, alongside the $5,250-a-year reimbursement; Sheetz does not publish award sizes or who qualifies
On-site health clinic	yes
Mental health	yes
Food	50% off food while on the clock and 10% off any other time
Pet insurance	yes
FSA	yes
Financial advising	yes
Disability	yes
Life insurance	yes
No experience needed	Sheetz hires store team members from age 16
Works around classes	You can transfer to another Sheetz store if you move or go to college, as long as that store has hours available. Shift flexibility is not guaranteed: schedules are built from each store's available hours, and weekends are required for some positions but not all.
Promoted from within	Development programmes, training, tuition reimbursement and a published store career path; Sheetz does not publish a promotion rate
Dental	yes
Vision	yes

the legal floor where they are

Set by law, not by Sheetz. It applies to every employer in Altoona, PA.

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.

Work at Sheetz and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.