Benefits Plan

Creating a leveled playing field around global employee benefits is crucial in improving the overall health and well-being of the organization

We aim for this plan to:

• Be fair to everyone
• Provide employees with a framework for understanding management decisions affecting benefits
• It is essential to communicate that all employees are part of One Company and One Culture

Considerations before reading this:

• Tax on benefits differ between countries
• In countries where the local law is above the indicated standard, employees will receive at least the minimum required by law.

Company policy regarding days off

Basic Benefits

• Sick days as required by law, a permissive approach
• Vacation as required by law, a permissive approach
• National/local & religious holidays (for country-specific regulations, contact @Tamar Amoza)
• Pension as required by law, a permissive approach
• Maternity leave/Paternity Leave as required by law
• Reserve Duty as required by law

• Transportation as required by law
• Insurance (life, disability, teeth) as required by law

• Monthly Meal voucher - Depending on the local cost of living in the employee’s base country. (If in Deel, submit as Allowance)
• Personal empowerment (we support the value of self-improvement) Reimbursement is based on an annual allowance of $500/year You can fill out the reimbursement form here
• Examples: Language classes, Cooking classes, lecture programs, craftsmanship, Skills, etc.
• Birthday benefit
• Up to $150 for a gift from the company - Choose from a list of gift card providers.
• Reimbursements for equipment as seen
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  Home Office

• Keren Hitshtalmut (Israel)