Target Fact Sheet Outlines Pay, Benefits, 401(k), PTO and Perks

Target’s corporate fact sheet lays out the company’s approach to compensation and benefits for eligible U.S. team members, consolidating information on base pay, health coverage, retirement, time off and other workplace perks. The document is meant to serve as a centralized resource so employees and prospective hires can more easily understand eligibility rules, enrollment timing and where to find detailed policy documents or HR contacts.

At the top of the fact sheet, Target reiterates its approach to pay, noting market-competitive base pay and specific starting wage commitments for new hires. The section on health and welfare coverage summarizes medical, dental and vision options and makes clear that eligible employees may cover dependents under these plans. The retirement section highlights the company 401(k) plan and the existence of a company match, a key element for team members planning for long-term savings.

Paid time off and leave policies receive prominent treatment, with the fact sheet explaining categories of PTO and the company’s leave rules and procedures for enrollment. Education assistance is described through Target’s Dream to Be programs, which the company frames as part of broader investments in career development and skills training. The fact sheet also lists employee discounts and other well-being resources intended to support team member financial and personal health.

For workers, the fact sheet’s value lies in clarity. Consolidating pay and benefits in a single resource reduces ambiguity about eligibility windows and enrollment steps, which can ease onboarding and annual benefits decisions. For managers, clearer policy language should help when scheduling around leave or explaining options to new hires. For prospective team members, the document presents a more complete picture of total compensation beyond hourly wages, which can influence hiring choices in a tight labor market.

Operational impacts are practical. Transparent starting wage commitments and a published company match for 401(k) can affect retention and recruiting dynamics, while explicit descriptions of dependent coverage and education assistance may shift internal career planning. The centralized format also encourages team members to consult the fact sheet first and then follow links to detailed plan documents or HR contacts for questions, which could streamline administrative workloads.

Readers should use the fact sheet as a first stop for benefits questions and to confirm eligibility and enrollment timing. Team members who need specifics should follow the fact sheet’s directions to internal policy documents or HR contacts to complete enrollments or resolve disputes. The consolidation of these details makes it easier to compare pay and benefits across roles and locations, and it sets a baseline for workplace conversations about compensation and support going forward.