FAST
For Advanced Staffing in Technology
Our Perks
In addition to competitive salaries, FAST offers a comprehensive benefits package for full-time consultants, which can include any of the following:
Health Insurance
FAST offers health insurance the first day of the month after consultant completes 60 days of service.
401(k) Retirement Savings Plan
Consultants may participate in this plan the first day of the month following 90 days of service. Consultants decide which fund(s) to invest in. Investment options can easily be changed by phone or online.
Flexible Spending Account
A flexible spending account can be set up as a pre-tax deduction, for reimbursement, for the following expenses:
- Dependent care expenses ($5000 max per year).
- Medical expenses (not covered under health plan)($2500 max per year).
You may enroll in this account on your hire date or wait until the enrollment period in January.
COBRA
FAST will provide assistance to cover some out-of-pocket costs for COBRA coverage until medical benefits through FAST become effective.
Time Off
FAST realizes the importance of time away from work and provides paid time off (holidays and vacation) as a way to help balance the needs of your personal and professional life. That's why we make paid time off available to you upon completion of 6 months of service.
Direct Deposit
Have your check deposited directly into your bank account(s). Consultants are paid every two weeks, with deposits on Friday.
Referral Bonus
We offer a referral bonus to our candidates as an incentive to refer other I.T. or Accounting & Finance professionals. The candidate will be paid a minimum of $500 for each placed candidate.
To qualify for a referral bonus:
- Candidate must not be in our database.
- No prior contact of candidate for 6 months (min).
- Fulfillment of guaranteed period.
Voluntary Insurance Options
FAST provides several voluntary options for our consultants to choose from. These are available the first of the month following 90 days of service and can be purchased at an additional cost.
- Short-Term Disability
- Long Term Disability
- Life Insurance
- Dental Insurance
Reasons Employees Voluntarily Leave Their Organizations
| Employees | HR Professionals | |||
| 2004 (n=494) |
2006 (n=459) |
2004 (n=384) |
2006 (n=358) |
|
| Better compensation elsewhere | 43%* | 30% | 48%* | 40% |
| Career opportunity elsewhere | 32% | 27% | 52% | 48% |
| Ready for a new experience | 21% | 27%* | 9% | 13%* |
| Dissatisfaction with potential career development at the organization | 22% | 21% | 24% | 29% |
| Career/industry change | 11% | 16%* | 3% | 10%* |
| Poor management | 11% | 15% | 13% | 16% |
| Burnout from current job | 13% | 14% | 23%* | 14% |
| Boredom with current job | 18% | 14% | 4% | 4% |
| Job security fears | 10% | 12% | 8% | 9% |
| Better benefits package elsewhere | 15% | 12% | 9% | 7% |
| Conflict with organization's values or mission | 8% | 10% | 4% | 4% |
| Not feeling appreciated | 7% | 9% | 16% | 21% |
| Difficulty balancing work/life issues | 5% | 8%* | 12% | 11% |
| Conflict with supervisors | 5% | 7% | 14% | 14% |
| Starting own business | 5% | 6% | 1% | 3% |
| Retirement | 3% | 6% | 4% | 8%* |
| Accompanying a relocating spouse/partner | 10%* | 5% | 15%* | 8% |
| Return to school | 3% | 4% | 8% | 9% |
| Perceived unfair or discriminatory treatment | 4% | 4% | 1% | 3% |
| Health-related issues | 2% | 2% | 1% | 3% |
| Childcare issues | 2% | 2% | 5% | 2% |
| Conflict with co-workers | 1% | 2% | 3% | 1% |
| Eldercare issues | 1% | 1% | 0% | 0% |
| Other | 8% | 7% | 6% | 6% |
| Cannot determine | - | - | 1% | 1% |
* Indicates statistically significant difference between 2006 and 2004.
- Indicates that employees were not provided this response option.