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Lyman-Richey Corporation strives to provide its employees with an environment that fosters personal growth and employment stability.
We are pleased to provide our full-time employees a competitive and comprehensive benefits package.
EFFECTIVE JANUARY 1, 2019
Personal and Family Benefits
Vacation: Hourly employees are eligible for up to four weeks of paid vacation for planned vacations and for unscheduled time off such as illness, dependent care or personal emergencies.
Holidays: Employees are eligible for up to seven paid holidays per year.
401(k) Plan*: Fidelity Investments manages the CRH 401(k) plan. Employees may contribute any portion of their income (up to the maximum dollar limit set by law) on a pre-tax basis.
CRH matches the first 4% of an employee’s contributions after one year of employment.
Medical Insurance*: CRH provides major medical insurance for all full-time employees and offers two types of plans through Anthem Blue Cross and Blue Shield: a traditional PPO plan and a High Deductible Health Plan.
The employee portion of the premiums is paid for on a pre-tax basis, and the HDHP includes a Health Savings Account option.
Both medical plans include a prescription drug program and offer 24/7 online care through LiveHealth Online.
Dental insurance is included and is provided through Delta Dental.
The CRH healthcare plans include vision insurance provided through EyeMed.
Flexible Spending Accounts: Employees may pay for eligible medical expenses and eligible dependent care expenses on a pre-tax basis.
Short-term and Long-term Disability Insurance*: CRH offers its employees short-term and long-term disability insurance that provides income protection in case of accident.
Life and Accident Insurance: The company provides a basic Life and Accidental Death and Dismemberment benefit for all of its employees. Supplemental insurance can be purchased at the company’s group rates.
Employee Assistance Plan: CRH employees have access to resources and benefits provided through the Anthem Employee Assistance Program, including counseling services, legal services, financial services, identity theft, child and elder care information, and tobacco cessation programs and coaching.
* NOTE: Eligibility starts two months after the first of the month following the date of hire.
OUR DRUG AND ALCOHOL TESTING POLICIES
Lyman-Richey Corporation, a subsidiary of Ash Grove Cement Company, is an Equal Opportunity Employer and is committed to diversity and creating an inclusive workplace where all employees’ backgrounds, talents and contributions are valued. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, nation origin, disability or protected veteran status. Lyman-Richey Corporation is a background screening, drug-free workplace.
Applicants and employees have rights under federal law. For more information, see "Equal Employment Opportunity is the Law" and "Equal Employment Opportunity is the Law Supplement."
Lyman-Richey Corporation endeavors to make www.lymanrichey.com accessible to any and all users. If you would like to contact us regarding the accessiblity of our website or need assistance completing the application process, please contact Human Resources at 402-558-2727 or by sending an e-mail to email@example.com. This e-mail address is for accommodation requests only and cannot be used to inquire about the status of applications.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.