Employee Benefits and Policies

National F​FA Employee Benefits

Below is a summary of benefits offered to National FFA Center employees. This information is subject change at anytime.

  • Health Insurance
  • Dental Insurance
  • Vision Insurance
  • Flexible Spending Account
  • Life Insurance
  • Short-Term and Long-Term Disability
  • Retirement Plans
  • Vacation
  • Sick pay
  • Holidays
  • Flexible Work Hours
  • Professional Development

National FFA Employment Policies

Employment of Relatives

To ensure that inequitable treatment or conflicts of interest among employees, independent contractors/vendors and former employees does not occur, FFA has specific policies related to these issues including full discloser of such relationships.

Employment of Relatives Policy
The National FFA Organization permits the employment of qualified relatives of current employees when:

  • The relative is qualified for the position
  • Such employment is consistent with the business needs of the organization
  • The relatives do not report to each other or the same person
  • The relatives are not in positions sensitive to each other
  • A review of potential conflicts is conducted by the hiring manager, the manager of the related employee and Human Resources Division personnel prior to hiring or placing a relative, and it is determined that there is no conflict

Relatives Defined
For the purpose of this policy, relatives include but are not limited to:

  • Parent
  • Son or daughter
  • Sibling
  • Spouse
  • Grandparent

Any other member of the employee's immediate household

Note: The hiring of corresponding "step" and "in-law" relationships and the placement of any related contingent/temporary worker should also be reviewed by the hiring manager and Human Resources division personnel prior to hiring or placing a relative.

Related after Employment
If employees develop a relationship after being hired by FFA, at no time may a direct relative (as defined earlier) be in a supervisory role. A supervisory role is a position that allows an employee to supervise, promote, terminate, influence compensation or manage another relative. This policy is in effect regardless of the length of assignment. FFA neither encourages nor discourages employees from developing relationships. Their employment status does not change as a result of that relationship so long as the relationship does not create a supervisory role as defined above. The final determination of who is an employee and who has supervisory authority will be made by the Human Resources Division director in concert with the directors and CEO/COO/Foundation President within all applicable laws. One of the employees may be required, at the organization's discretion, to change departments and or positions. If NFFA 100 (ver. 01) National FFA Organization - Confidential Do Not Copy

Document Name: NFFA-100 Version: 01, effective date: 05/01/2013 Page 11

The required move of one of the individuals cannot be arranged on a voluntary basis, the decision on which employee moves will be based upon business necessity. Such a transfer will be completed within sixty-days of determining a conflicting reporting relationship exists.

An individual who refuses reassignment to a position considered comparable will, in effect, have voluntarily separated from the organization and will not be eligible for severance benefits. An individual may be eligible for severance benefits if the position offered is not considered comparable.

Family members who run for a national FFA office and are selected by delegates of the organization are exempt from these policies. Direct relative includes parent, guardian, child, grandchild, spouse, significant other, in-law or residents of the same household.