Give benefits to Apprentices

Over the last 12 months there has only been one apprentice (out of 13) whom we 
did not promote to a full designer or developer at the completion of the 
apprenticeship.

We have done an excellent job of setting the bar very high for getting into
the apprenticeship, and training people in it.

The majority (62%) of apprentices in the last 12 months were already working
as a designer or developer, and left (or recently left) their job to join us
as an apprentice.

We offer a reduced salary during apprenticeship, but don't want to create an 
additional burden on apprentices.

Also, by negotiating medical benefits for some apprentices and not others, we 
run the risk of our medical plan being viewed as discriminatory, which we 
certainly want to avoid.

This change make apprentices eligible, as a full-time employee of thoughtbot, 
for the same benefits as all other full-time employees.
I meant that we do not need to distinguish between part and full time employee. We don't have anyone who works under 1000 hours per year. So we can say "All employees will be eligible to participate in the 401k plan 90 days after starting with thoughtbot."

Or: "All employees who work more than 1000 hours per year are eligible to participate in the 401k plan 90 days after starting with thoughtbot."