Work-Life Industry News - 2003
"Infants in the workplace" program helps stem turnover - Optimas Award: Competitive Advantage
A recent article by Maryann Hammers in Workforce magazine describes how six years ago the National Association of Insurance Commissioners, with 419 employees in Kansas City, had 30% turnover due to marketplace salaries far above what the association could afford. They turned to inexpensive benefits that focussed on flexibility and quality of life to offset the salary disparity. The most innovative program they came up with was the "Infants in the workplace" program. Today the association has a 7% turnover rate as a result of these new benefits.
The "Infants in the workplace" program allows employees to bring babies up to the age of six months to their offices.
Participating parents sign a liability release. Parents must also have an infant-care plan and designate a coworker to serve as an alternate-care provider. Appropriate space and furniture is dedicated for the parents and their babies to use.
33 infants have participated in the program over the last five years, and due to the loyalty that the program creates, all but one of the parents are still with the association.
|
NAIC Work-Life Benefits |
|
|
|
|
|
|
|
|
Source:
Web Site: http://www.workforce.com
Web Site page for information on NAIC work-life benefits: http://www.workforce.com/section/09/article/23/42/38.html
Access Date: April 30, 2003
(Posted 4/03)
Free Telework Video from Telecommute Connecticut! Web Site
"If you're unsure about whether -- or how -- to start a telecommuting program, or if you need additional supporting evidence for the idea, a recently-produced video from Telecommute CT! can help. It's called "Telecommuting -- the Road to Success". The video features Connecticut employers -- such as Sikorsky Aircraft, Pitney Bowes, Hartford Insurance Group and Connecticut Medical Claims Management -- who have considerable experience with telecommuting. Executives from these companies reveal the lessons they've learned along the way. The video also looks at telecommuting from the teleworker's point of view and features interviews with people who use their home as a remote office. Viewers will get tips on how to set up a home-based office and how to balance work and home life. The video discusses the benefits of telecommuting for employees and employers and provides a set of guidelines for making telecommuting programs a success. This video will make a terrific meeting opener when you get together with employees and senior management to introduce and promote the concept of telecommuting at your company."
To get your free copy of the Telecommute CT! video, please click here.
(NOTE: This free video appears to be available only in the states of Connecticut,
New York, New Jersey, Rhode Island, and Massachusetts.)
Source:
Web Site: http://www.telecommutect.com
Web Site page for information on the free video: http://www.telecommutect.com/resources/freeVideo.asp
Access Date: April 29, 2003
(Posted 4/03)
Satisfied employees at the heart of the SAS corporate culture
SAS, the Cary, North Carolina, software company, has been featured twice recently on the CBS news magazine program 60 Minutes. On April 20, 2003, a 15-minute segment focused on the success of SAS as a profitable company, with a continuing pattern of good growth, and an extraordinarily low employee turnover rate.
At the heart of the business philosophy that drives the corporate culture is the belief that "satisfied employees create satisfied customers." The organization profoundly believes that how employees are treated makes a difference.
The results of this attitude are resounding employee loyalty, and the ability to attract and retain the most creative and talented people in the industry. Perhaps the most telling HR measurement is the incredibly low turnover rate that continues to be significantly below industry averages.
Some of the work-life programs that the company uses at its corporate headquarters include:
Recognition of the SAS work-life commitment include being on the 100 Best Companies for Working Mothers list 13 times, and six consecutive appearances on the Fortune magazine list of the "100 Best Companies to Work for in America."
Source:
Web Site: http://www.sas.com/index.html
Work-Life Information: http://www.sas.com/corporate/worklife/index.html
Access Date: April 21, 2003
(Posted 4/03)
"Work-Life Programs Prevented Absenteeism"
CCH reported that there was a clear link between work-life programs and lower absenteeism in their Unscheduled Absence study. The study showed that paid leave banks worked best for absence control, but that the traditional STD/sick pay plans were the most prevalent, even though they were not as effective in reducing absenteeism. With employees controlling their own leave time costs were reduced and productivity improved.
"When it comes to combating unscheduled absenteeism, the two work-life programs rated as most effective were Alternative Work Arrangements and Compressed Work Week. Other programs receiving high ratings included: Leave for School Functions, On-Site Child Care, Employee Assistance Plans and Telecommuting."
Source:
Date: October 16, 2002 (Posted 1/03)
Care for elderly relatives is rapidly becoming a big issue for US businesses
Elder care is rapidly overtaking child care as the most important work-family issue in the workplace. Compounding this problem is the fact that a substantial number of elder care situations involve caregivers living hundreds of miles away from the care recipients.
One survey of caregivers determined that primary caregivers for an older person spend almost one week per month on this responsibility. When you combine this figure with the fact that the number of people assuming elder care responsibilities is expected to double over the next fifteen years, you have the makings of a major problem of increased use of leave programs and a dramatic loss of productivity.
The National Underwriter, February, 2001, has estimated that by 2010 reduced productivity, lost work time, extra time off, and stress related illness will result in costs between $1,100 and $2,500 per employee attributable to elder care responsibilities.
Suggested ways that employers can help employees who have care giving responsibilities include:
| Resource and Referral | Employees can tap into a network of providers to get information and assistance on elder care issues. 23% of large employers offer this benefit, according to The Families and Work Institute. |
Financial Assistance
|
Vouchers or reimbursement accounts can be used to help defray certain costs of elder care. |
| Long Term Care Insurance | Costs for nursing homes can be covered through this form of insurance as an option to an employee benefit plan, or as part of a flexible benefits program 9% of large employers offer this benefit, according to The Families and Work Institute. |
Education
|
Books, tapes, tapes and other information can be made available in printed form, or as part of intra-net or internet sites. |
Source:
Date: March, 2003 (Volume 26/Number 2); page 30.
(Posted 4/03)