Proud to be 100% Employee-Owned
What does it mean to be 100% Employee-Owned?
You are an owner!!! As an Employee Stock Ownership Plan (ESOP) company, all employees have a vested interest in the success of Williams and, as owners, are entitled to reap the rewards of all team members’ efforts in making Williams Company successful! Our 100% Employee Stock Ownership Plan (ESOP) means that every employee is an owner.
We are all personally invested and fully committed; Williams Company employee-owners are encouraged to operate as if we own it...because we do.
What is an ESOP?
Employee Stock Ownership Plans (ESOPs) are a type of retirement plan that allows employees to become partowners of their company. Employees who participate in an ESOP accumulate company shares in their ESOP accounts yearly as part of their compensation package— they never have to contribute funds to purchase shares. This is FREE money!
How does being an ESOP affect culture?
Employee ownership is the framework for our culture. At Williams Company, we believe our people make all the difference in our success, so we invest in our employees. This allows us to all work toward a common goal—to provide a high level of construction service, quality, and integrity. This translates into success for the company, which means personal success follows.
Williams Company’s
ESOP Advantage
Since 1920, Williams Company has been a family owned business with strong values and big hearts. Our culture supports the families that work for us, and our ESOP builds upon this foundation, allowing each employee-owner to benefit from the work we all put into the business.
Not only do we value our employees’ input, but the Williams Company ESOP offers our employees the unique opportunity to become employee-owners as company shareholders.
The Williams Company ESOP Advantage
CULTURE
Provide employees with the best place to work!
COMMON GOALS
To provide clients with a high level of construction service, quality, and integrity.
BENEFITS
We pay above the 75th percentile, offer great benefits, and, of course, FREE stock!
HIGH PERFORMANCE TEAMWORK
Our ESOP unites our employees to strive for construction excellence and outperform competitors.
COMMUNITY
We are passionate about giving back to our communities. Annually, we volunteer over 1,500 hours, donate over $100,000, and fundraise over $200,000 for local charities.
Non-ESOP vs ESOP Benefit Comparison
Is your wealth more when you work for an ESOP company? Take a look at the wealth comparison between an individual who works for an ESOP versus an employee who does not work for an ESOP.
Employee Owner Guarantee
Williams Company has a simple business philosophy that is deeply rooted in our culture: always listen, exceed expectations, be incredibly responsive, and stand behind the work. We pride ourselves on providing high-performance and high-quality buildings that meet our clients’ goals.
Because every employee-owner is personally vested in the success of our company, during the lifecycle of every project, we guarantee that our team members will provide the following:
A personal investment in client success.
Greater accountability to finish the project on time and budget.
A commitment to providing Incredible Customer Service.
ESOP Q&A
How much does the ESOP cost to the employee?
Nothing! The ESOP program is 100% funded by every employee’s hard work equity
When do you become vested?
Your ESOP account is subject to vesting. Vesting is the percentage of your ESOP account that is yours and cannot be taken back. The longer you stay with Williams Company, the more you vest! This means if you leave Williams Company before you are 100% vested, all or part of the balance will be forfeited. Employees become 100% vested after 6 years of working at Williams Company
Who can participate?
Our ESOP is open to every employee in the company.
When am I eligible to be a shareholder?
No action is required to join, and there is no cost to you! You will automatically become a member of the ESOP once you meet the following conditions:
1. Attained the age of 21
2. Work at least 250 hours in a 3-month period during the plan year