Meyer Compensation & Benefits

Key Insight for Candidates

• Healthcare Strength: Health coverage is presented as comprehensive, spanning medical, dental, and vision for employees and legal dependents, with FSAs and an Employee Assistance Program. Wellness resources and voluntary add-ons such as critical illness, accident, hospital indemnity, and pet insurance extend the offering.
• Retirement Support: The retirement program features a 401(k) with a company match described as generous. This emphasis on matched savings positions long-term financial support as a notable pillar of the package.
• Leave & Time Off Breadth: Paid time off includes vacation, 12 paid holidays, 2 floating holidays, sick days, bereavement, and jury-duty leave. Materials also point to paid parental leave for birth, adoption, or foster placement.

• Stagnant Pay & Limited Progression: Base wage growth is often characterized as minimal, with annual increases described as small (e.g., 20–30 cents per year) that may not keep pace with inflation or physical job demands. Advancement and raises can be hard to secure in some roles.
• Exclusive or Unequal Benefits Coverage: Access to the full benefits suite varies by role and status, with temporary or seasonal positions not always receiving the robust package. Hybrid eligibility and certain perks are also noted as uneven across teams and locations.
• Unfair & Opaque Compensation: Compensation practices are portrayed as restrictive in places, including management finding reasons to block raises or promotions. Cost-cutting at a privately held company is linked to tight baseline wages in some areas.