DIVERSITY PROGRAMS | FAMILY FRIENDLY BENEFITS | FAMILY FRIENDLY ENVIORNMENT

Family Friendly Work Environment & Scheduling

• Near site childcare, managed and operated by Bright Horizons, offers childcare and developmental learning services.  Open to both children and grandchildren
• On-site (state licensed) childcare is available.
• Full- and part-time day care available for children 2 to 6 who have not entered kindergarten.
• Sick bay service is provided for sick children unable to attend school or childcare and parents are able to check on them.
• Camp and holiday programs are available for school age children in the summer.
• Provide a referral service for employees throughout the Evansville area.
• Company is guaranteed slots for child care of their employees at Central Child Care and the slots renew annually without having to be on a waiting list.
• Corporate membership at La Petite Academy, which offers childcare for infants to kindergarten and before and after school program
• Payroll deduction for on-site childcare expenses.
• Contract with the Indiana Business Partnership to offer elder care and dependent care referrals to employees free of charge.
• Spending account option for dependent care.
• Consultation to employees on eldercare issues and resources available locally and outside area (phone or face-to face meeting).
• Website/internet has links to national resources on long distance care giving.
• Assistance in child and parent care issues.
• Lactation room.

Policies Beyond FMLA Requirements

• All non-union employees are eligible (after six months) to receive wage contribution benefits of 60%-100%.
• Short-term disability up to 26 weeks paid leave for personal, medical, or pregnancy.
• Does not require substitution of vacation time prior to FMLA requirements.
• Allow employees time off for almost any reasonable excuse.
• Approved leaves of absences do not count against the employee’s attendance.
• Medical leaves for non-FMLA leave are available to employees who are unable to work for four or more consecutive work days due to their own medical condition, but not eligible for FMLA and who are not being compensated under Worker’s Compensation.  This leave is available for a maximum of 60 calendar days and for employees who have not worked one year or as an extension of the FMLA if unable to return at the end of the usual 12 weeks.
• Worker’s Compensation leave (non-FMLA)-employees off on worker’s compensation and who are not eligible for FMLA can take off 12 workweeks in a 12-month period.
• All hourly employees have 16 hours of “No Fault” time to be used at any time in two-hour increments.
• Parent’s hours to allow a mother or father to work around the school day and be off during the summer.
• Provide non-FMLA leave for employees for 10 to 15 weeks, which protects employment status and maintains insurance benefits while on leave.
• Employees accrue sick time that can be used for employee and dependents living in their household including doctor’s appointments.
• Employees may elect to donate paid time off to a co-worker who needs to be off for a serious health condition.
• Employees who need long-term flexibility may apply for a personal leave, which affords up to 12 weeks for education, childcare, missionary work, help family members, or to care for sick family member after exceeding the 12 weeks under FMLA.
• Hold jobs for people called to service
• Employees on medical leave may be off work for up to six (6) months before their job is posted and one year before employment is terminated.

Flex Time; PTO; FMLA+; Leave Benefits

• Maternity/Paternity leave.
• Personal leave.
• While taking time off for critical illnesses of family members, employees are still considered full-time and retain all benefits.
• “As needed” flexible schedule (attractive to fully retired individuals who are interested in returning to work).
• Work from home.
• 50/50 spit between full time and part-time/casual.
• Flex time employees may choose to work between two full-time equivalent shifts.
• Flexible work/vacation schedules.
• Managers support employees to balance work and family needs.
• Time-off to sit for CPA exam or other professional certification or licensure.
• Hire weekend, part-time employees who receive premium rate, but commit to working three of every four weekends.
• Accommodate employees shift preferences weekly.
• Pay double time for work on Sunday.
• Paid bereavement up to three (3) days for immediate family, 1 day is available with pay for extended family members but 2 days travel may be allotted.
• Premium pay is provided for shift incentive, shift differential, weekend premium, charge differential, on-call differential, and call pay.
• Paid Time Off (PTO) is based on hours paid and length of service and is provided to part-time employees.
• Highly flexible time off for reasonable family needs.
• Retirees may work part-time and retain insurance benefits.
• Compressed work schedule.
• Additional medical leave may be granted.
• Attendance award for hourly employees – 60 hours for zero days absence.
• Friendship fund to donate PTO to employees in need.
• Varied shift start and end times.
• Telecommuting.
• Additional 14 weeks beyond FMLA option.
• Jury duty paid up to 80 hours.
• Criminal witness leave of absence.
• Educational leave of absence up to six months to further their education.
• Temporary military leave of absence.
• Emergency leave of absence (7 to 21 days).
• Modified Activity Program – provides for temporary job placement in other positions.
• Employees are not required to use their paid time off for occurrences such as doctor appointments, visits to a child’s school, etc.
• Employees are able to conduct personal business in the workplace as unpaid time.
• Flextime is available for employees to attend school.
• Regular overtime is paid as time and a half, but any work over 55 hours in a week is paid as double time.
• Provide eight (8) paid holidays that may be scheduled when it is most convenient for the employee.
• Provide two (2) personal days that may be taken for any reason.
• Vacation can be taken in as little as half-day increments.
• Alternative schedules are open for discussion and consideration.
• Offer compressed workweeks (4-10 hour days), reduced workweeks for both exempt and nonexempt employees, rotating days off, summers off, reduced and flex hours.
• Offer vacation, floating holidays, and benefits to employees scheduled 20 or more hours each week.
• When unplanned time off is necessary, nonexempt employees are granted up to 5 days off with pay.
• Flexible schedules are allowed for students, supplemental, part-time, and full-time employees.
• Certain positions allow employees to seek transfers to better meet their obligations away from work.  Most scheduling is done on a six (6)-week placement.
• Offer flexibility to allow employees to readjust their schedules to work around other obligations.
• Flex time policy allows employee to give a minimum of one (1) hour of notice to take flextime during the workweek.  Employees can flex up to four (4) times monthly and must make up flexed time during the workweek or may elect to use paid time off if they do not want to make up the time.  Self-scheduling allows employees to schedule themselves to work or not work on the days of the week or pay period that best meet their needs without having to use accrued paid time off.
• 8-, 10-, or 12-hour shifts offer flexibility to help employees with families, or who may commute from a distance thus shortening the workweek to 2 or 3 days.
• Weekend option, straight night, or day/evening shift schedules allow employees to be off when their families need them.
• Rotate holiday work schedules.
• Promote flexible work arrangements through internal career fairs.
• Highly flexible work hours- employees asked to coordinate with immediate manager to schedule needed flex time.
• Floating holiday for when a holiday falls in the middle of the week.

Job Sharing and/or Telecommuting

• Job share employees are eligible for full benefits package.
• Telecommuting is available when the job is almost entirely done on the computer.
• Employees may work two part-time positions or in some cases have two individuals occupy one part- or full-time position.
• Job Posting provides current employees the opportunity to be considered for transfers or additional hours before hiring an outside applicant.  Employees may job share between jobs within the same department or between two separate departments if the schedules coordinate.

Orientation, Training

• Three workdays.
• Monthly basis, four hours.
• Job-specific orientation and training.
• Review employee handbook, history, safety rules and enforcement, policies and  procedures, benefits, services and resources, Affirmative Action plan and hiring practices, and diversity.
• Safety awareness program training and orientation.
• Safety training continues on-the-job after orientation.
• Safety training is provided as specified by ISO 16949 and QS 9000 standards to ensure the safety of employees.
• Mandatory monthly meetings cover OSHA, an update on safety, and any changes in regulations or procedures.
• Executive Director meets with each new employee and discusses the mission statement and the purpose.
• Videos are included in orientation to review the organization’s history and evolution.
• Each new employee is scheduled on a “ride along” to experience the lasting impression of the value and purpose of the organization.
• The company culture is communicated to all employees.
• Employees are introduced to the company’s newsletter and internet site.
• Employees complete an internal employee satisfaction survey.
• Computer-based orientation tool, “New Employee Welcome” (NEW).
• Utilize a four-part computer-based orientation approach to ensure that a consistent message is conveyed to all new employees in all locations.  The computer-based orientation includes:  1. A letter from the CEO, new hire forms are completed online and the core human resource policies are reviewed.         2. Computer-based simulation program.  3.  Advanced computer-based simulation program.  4.  A Virtual Employee is a Question & Answer based reference tool that can answer 2500 questions.  Provide news from headquarters, company policies and procedures, print on demand forms, business decision grids, and benefit information through the company’s intranet.
• During orientation, lunch and a tour take place.
• Use behavioral interviewing techniques not only to evaluate their knowledge and skills, but also their corporate and department fit.
• Each new employee is given customer service, diversity training, and department specific orientation.
• CEO addresses the employees in the hall by name.
• Provide a supervisor checklist of items prior to new employee’s arrival to ensure the new employee is welcomed into the work environment that is friendly and ready for them on the first day.
• New employees complete an on-line survey on the quality of their orientation.
• Education cost reimbursement (tuition and books) up to $1,250 per year is provided to employees wanting to further their education.
• Host “Lunch & Learns” and Satellite Distance Learning workshops for employees eating their lunch.
• Learning Center provides resources for employees to check out – books, tapes, CD’s, videos.
• Employee access to Global e-learning websites.

• Hold monthly safety training sessions.
• Provide reimbursement for steel-toed safety shoes.
• Provide free annual hearing screenings to all employees.
• Annual first aid and CPR training to employees and spouses at no cost. 
• Annual employee opinion surveys are conducted and used to explore morale trends and benefit improvements.
• Quarterly dinner meetings for employees to review the company’s performance.
• Year-end review meeting where spouses are invited and the company objectives, changes and performance is reviewed.
• Casual dress code implemented.  Company provides a company-logo shirt twice a year at no cost to employees.
• Pay a “finders fee” to employees who bring new customers to the company.
• Employees are allowed to use vendor accounts for personal purchases and the company payroll deducts the cost over a period of three months at no cost to the employee.
• Host a company picnic and hold regular social events.
• Employees are eligible for membership at local credit union.
• Employee of the month.
• Holiday party.
• United States Incentive Plan (USIP), opportunity to receive a maximum of 6% of their base wage for salaried employees or 120 hours for hourly employees.
• Sponsor at least one family-oriented event each year.
• Employee referral award program with monetary awards.
• Education assistance and college scholarship programs.
• Banking services on-site and notary public services for employee use.
• All new employees complete an employment physical, and many programs and services are offered to all employees including consultative recommendations from therapists using special chairs, keyboard set-ups, lifting devices, and progressive job placement.  Employees with work and non-work related injuries can see the company physician and the department works to develop accommodations.
• Offer a cash incentive award program (annual merit increase program).
• On-site ergonomics assessments are done along with training new hires on body mechanics, lifting, etc.
• Allow employees with temporary limited restrictions to work in departments identifying light duty work or projects.
• Provide interpreters for hearing limited individuals for training purposes.
• Employees with disabilities receive their original rate of pay in a different job.
• Provide an on-site fitness center, free parking, employer van that picks up and returns employees to the parking lot during inclement weather and night shift, newsletter, and departmental meetings.
• Offer program where employees can nominate their peers for best work practices.
• Provide cash rewards for ideas and suggestions.
• Give a complimentary meal for employee’s birthday.
• Birthday card along with a $2 dollar bill on employee’s birthday.
• Recognize employees for their character, customer service, and work performance with a gift, parking space close to building and plague from CEO.
• Employee of the Year receives $500.
• CEO holds Town Hall meetings.
• Include front line staff in strategic planning process.
• Employee Opinion Survey conducted annually and each department develops a plan of action to improve any areas identified in the survey then the department provides a follow-up report six months later to Human Resources to evaluate the effectiveness of the implemented ideas.
• Online surveys with confidentiality assured are utilized.
• Exit interview employees who resign and share the information with Senior Management.
• Web-based suggestion program.
• Service Recognition Banquet to recognize long service employees.
• Lunch with the President during the month of the employee’s anniversary.
• Give free company cup to employees and they can refill it daily.
• AAA membership, Sam’s Club memberships for full time employees.
• Night at the Otter’s.
• Employee assistance program through Mulberry Center for all employees and family members.
• Adoption assistance.
• Tuition program for employees preparing for CPA exam.
• Wellness program.
• Free beginner Spanish classes.
• Team sports sponsorship, Komen Race for the Cure, Office Olympics, Charity walks, United Way support, including Art of Caring – Carousel, Fish, Car.
• People Initiative Committee- to address employee concerns, which lead to a Mentoring Program.
• Web-based Intranet of company policies newsletter, resources to promote info sharing.
• Monthly Wellness activities, including blood drive, poker walks, payroll stuffers.
• Annual Holiday World outing and Relay for Life participation.
• All levels of employees eligible for daycare assistance based on availability.
• Tuition Reimbursement for educationally related programs.
• Incentive pay for on-call, holiday, shift premiums, straight nights, or weekends.
• On-site fitness center.
• Discount programs – YMCA, insurance, products, uniforms, auto, homeowners insurance, cafeteria, pharmacy, gift shop.

401[k]; 125’s; 529’; Profit-Sharing; Health-MSA’s, HSA's; etc.

• All 401(k) funds are 100% vested.
• Employees direct the allocation of the 401(k) match in the investment funds of their choice.
• Financial Planner is available twice a year at no cost and on company time for employees.
• Calendar year profit sharing plan, which returns 10% of the company’s net income directly to employees.
• Instituted a Medical Savings Account (MSA) eligible PPO Plan, which the company contributes the maximum allowed by law to each employees MSA (75% of the deductible).  Unused funds are rolled over and remain in the control of the employee.
• Reimburse the employee for his/her costs to be included on their spouse’s plan.
• Provide $40,000 life insurance and Short-term disability at not cost to full-time employees.
• Offer a Section 125 cafeteria plan for childcare and medical expenses.
• Offer a Section 529 college savings plan.
• Corporate incentive plan where each employee has the opportunity to receive a maximum 6% of their base wage for salaried employees or 120 hours for hourly employees.  Divisional quarterly incentive plan based on perfect attendance, no disciplinary write-ups, customer returns, final lot yield, internal rejects, waste disposal, capability, and manufacturing productivity which provides payment in the form of a Wal-Mart card.
• Offer a Savings and Stock Ownership Plan (SSOP), which is a 401(k) plan.
• Company match program (100% of first 2%, 50% of the next 3-8%, and 5% of 8% or more).
• Review and make changes to his or her status on the internet.
• Employee Stock Purchase Plan provides employees a 15% discount from the fair market value of the company stock.
• Pension plan allows retired workers to return to work after retirement for six (6) months and continue to receive their retirement benefits.
• Employees are eligible to participate in Tax-Sheltered Annuities (TSA) savings program.
• $5,000 retiree life insurance.
• Basic pension plan for both salary and hourly employees.
• Company contribution of 40-45% of each employee HSA, annual rollover.
• Employees can defer up to 90% of pay for retirement.
• Life Insurance 100% company paid –Hourly- $10K, Salary- $25K.

MISC.

• Long-term care.
• Paid holidays.
• Paid personal time up to 12 days in their first year, 17 days in their third, and 23 in their tenth year.
• Life management program.
• Volunteer grant program.
• Matching gift program.
• Dry-cleaning service.
• Alternate work option.
• Break time, 15 minutes every 4 hours.
• Community involvement committee sponsors teams, and raises funds for organizations.
• Open door policy.
• National observances: Nurses week, environmental services week, medical records week, and hospital week.
• Every employee receives and Employee Appreciation Gift.
• Baby shoes for new babies.
• Employees are encouraged to leave for a child’s special function like ball game, doctor visit or school function.
• Three organizations of employees who act as a voice for their peers in support, direction, operation, and work environment.
• OSHA recordable index is below average.
• Safety program recognized by SPI.
• Everyone supportive of everyone else and willing to pitch in where needed.