Cummins
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Cummins Compensation & Benefits
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
How are the compensation & benefits at Cummins?
Strengths in retirement programs, healthcare breadth, and family supports are accompanied by persistent concerns about pay progression, perceived fairness of increases, and coverage equity. Together, these dynamics suggest a solid total rewards foundation tempered by dissatisfaction with base pay growth and certain aspects of compensation and benefits fairness.
Positive Themes About Cummins
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Retirement Support: A 401(k) with company contribution/match and both defined contribution and defined benefit pension plans are offered, alongside profit sharing and an employee stock purchase plan. This mix supports long-term savings and financial security.
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Healthcare Strength: Multiple medical plan options (HSA, HSA Plus, PPO) with dental, vision, life and long-term disability coverage are provided, along with telehealth, mental-health support, and wellness tools. In-network protections and HSA/HSA Plus structures are described to help manage costs.
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Parental & Family Support: Paid maternity and paternity leave, family medical leave, and adoption assistance are offered. Reduced or flexible hours and unpaid extended leave options further support caregiving needs.
Considerations About Cummins
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Stagnant Pay & Limited Progression: Long waits for raises are reported, including periods of several years without increases outside standard merit cycles. Merit increases are said not to keep pace with inflation, and long-tenured employees cite stagnation when starting wages rise.
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Unfair & Opaque Compensation: Promised raises outside standard cycles reportedly did not materialize, leading to feelings of being undervalued. Concerns include uneven allocation of increases and pay described as “horrendous” in some areas.
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Exclusive or Unequal Benefits Coverage: Medical benefits are perceived as not comprehensive enough for women and geared more toward male employees. Adequacy concerns also surface for certain family coverage needs.
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