Wish You Were Here: Dave Thomas Foundation names this year's Best Adoption-Friendly Workplaces

Particularly in these economic times, adoption benefits seem to be one offering that can help employers do well by doing good.

At a time when financial uncertainty could discourage some people from adopting a child, many employers are staying committed to providing adoption benefits to their workers. Such offerings could enable a family to proceed with adoption plans, and allow employers to provide or maintain a valued but inexpensive benefit, despite the cost-cutting environment.

“The economy has not affected the continued increase in the number of adoption benefit policies nationwide,” notes Rita Soronen, executive director of the Dave Thomas Foundation for Adoption. “It’s the one benefit employers can add without negatively impacting the bottom line. Even though [adoption benefits] are popular with employees, utilization rates are extremely low. Adoption benefits give companies an affordable opportunity to help their employees and impact the lives of children without families.”

The foundation recently rolled out its annual list of the Best Adoption-Friendly Workplaces. Click here to read EBN's report, written by Managing Editor -- and new adoptive mom! -- Leah Carlson Shepherd.

Related EBN coverage:
* Adoption benefits mature in the workplace
* Employers honored for best adoption benefits
* Helping fill out the family tree

Wish You Were Here: Bright Horizons offers help to employers affected by H1N1 and during other public health emergencies

Although H1N1 pandemic panic seems to be waning somewhat, the recent international outbreak is an important reminder to individuals and employers to stay vigilant and prepared for disasters, including a global pandemic.

To give companies a hand, Bright Horizons Family Solutions, provider of employer-sponsored child care and back-up care, has announced a new emergency child care solution to help employers and working families manage during times of public health emergencies, like those related to H1N1 (swine flu), when schools are closed and regular child care is not available due to possible health risks.

“We are offering this new program to provide employers with immediate access to a wide range of back-up solutions that solve their business challenges and support the best practices in preventive health measures,” says Bright Horizons CEO Dave Lissy. “In keeping with our core mission, this service provides children with excellent care, gives parents the peace-of-mind they need to be present and productive at work, and offers employers creative answers to real time business needs.”

Back-Up Care Advantage: Crisis Care Assist provides employees of Bright Horizons clients with access to a nationwide network of in-home child care providers and payment for care they arrange within their family or existing social network. Through the program, care is also available any time of day or night and for any duration necessary, which can be especially beneficial to hospital workers, for instance, who may have to work overnight shifts or extended hours due to high demands in the face of a national health emergency.

The service can be implemented within 48 hours for even large multi-site employers.

Wish You Were Here: Mars Drinks forms partnership to be cleaner and greener

It's rare that a company could combine two things I truly love -- coffee and promoting greener living -- but it seems Mars drinks has done it.

Mars Drinks, makers of single-serve beverages served in offices and law firms around the country, is partnering with TerraCycle to help decrease the amount of waste from its packaging. TerraCycle will take used FLAVIA fresh packs and turn them into high-quality office products such as pencil cases and notebooks — and compost coffee grounds once they’ve been brewed.

The TerraCycle partnership is the latest addition to “Thirsty for Change,” Mars Drinks’ sustainability platform that includes:
* Achieving Rainforest Alliance Certification for their 3 most popular beverages -- House Blend, Kona Blend and Breakfast Blend. This certification ensures that the coffee used in FLAVIA’s fresh packs comes from farms where forests are protected; rivers, soils and wildlife are conserved; and workers are treated with respect, paid decent wages, properly equipped and given access to education and medical care.
* Changes to the brewer, fresh packs, cups merchandiser and rail to be more green, including using recycled materials and consuming less energy.
* An innovative waste-to-energy program that turns used fresh packs into energy. If all used fresh packs were included in this program, enough energy would be generated to light up to 20,000 homes for a year.

Inspired? Click below for EBN coverage on going green:
* HR/benefits firm focuses on "green awareness" services
* Telework: A green solution for the 21st century's employee crisis

Wish You Were Here: CEO offers employees 'mini-stimulus package'

I was watching CNN last weekend (yes, I watch CNN for fun), and saw a story about Jack Windolf, CEO of Bollinger Insurance, who gave all 434 Bollinger employees $1,000 from his own pocket -- calling it a "mini-economic stimulus package."

Turns out, after Windolf sold controlling interest of Bollinger last year, he received a $500,000 bonus. Acknowledging that Bollinger's employees "are the ones that do all the work. They are the ones who bring the successes," Windolf wrote checks to the employees, and the only strings attached were that they spend the money on themselves to help move the needle on our limping economy.

I think Jack Windolf is my new favorite CEO, and not just because he made his staff $1,000 richer at a time when they likely sorely need it. But because he didn't just say employees are his company's biggest asset; he backed it up with action.

I know times are tough and not every company CEO has $500,000 just lying around. But it doesn't take a lot to make employees feel valued and appreciated, and they need it now more than ever.

What low-cost or no-cost ways are you using to show employees your appreciation? Comment and let me know.

Wish You Were Here: Principal to honor best companies for employee financial security

To put it mildly, helping employees feel financially secure in this economic environment is challenging. The Principal Financial Group® believes companies meeting the challenge deserve to be recognized, and thus have opened the eighth annual search for The Principal® 10 Best Companies for Employee Financial Security. The program recognizes 10 growing companies (with five to 1,000 employees) that excel at helping employees ensure their financial futures even in the face of the current recession.

“The Principal 10 Best judges recognize the turbulent economy is putting pressure on benefit programs like never before. They understand some companies are making thoughtful adjustments in their programs as a result,” says Principal VP Renee Schaaf. “Judges are looking for companies who are responding to business conditions in ways that least impact the long-term financial security of their work force.”

Nomination and entry forms are available here; nominees need not be Principal clients. Deadline for entries is May 1.

Good luck, and for inspiration, stay tuned for EBN's June 1 issue, for a profile of the 2008 honorees.

Wish You Were Here: No work, all play makes for successful Assurant training module

Tell the truth — which training session would you rather go through: Spending two hours watching PowerPoint slides go by or playing a video game? The benefits and communications teams at Assurant Employee Benefits, a Kansas City-based benefits carrier, thought employees would be more engaged by the latter, and have achieved success with the company's series of online training video games called "It's Your Business."

Read how they made it work in this month's EBN.

Wish You Were Here: Kraft rebrands, puts more emphasis on values

I'm not sure if it's due to the recession, but it seems many big-name companies are rebranding -- some to generally positive reviews, like Pepsi, and others not so much like Tropicana orange juice (which, strangely, is owned by PepsiCo). Kraft Foods also is rebranding, unveiling a new logo (seen here) and slogan, "Make today delicious."

The new launch seeks to re-emphasize the company's values:
* We inspire trust.
* We act like owners.
* We keep it simple.
* We are open and inclusive.
* We tell it like it is.
* We lead from the head and the heart.
* We discuss. We decide. We deliver.

It got me thinking: If you could rebrand your company with a new logo and slogan, what would it be? Comment and let me know.

Wish You Were Here: Logan employees use vacation days as currency

As the recession deepens, a benefit that allows workers to sell their vacation days could prove popular among workers, although may raise challenges for benefit pros.

Employees at the Logan International Airport are reaping the benefits of "selling back" up to three weeks of their unused vacation time, fattening their paychecks by up to 6%.

According to The Boston Globe, about 300 union workers and management employees trade in vacation days for cash, costing the public agency that runs the airport $750,000 annually.

Some 30% of the group's 1,200 employees sell back their vacation days; however, 70% of the longest tenured employees trade in unused leave, hoping to increase their salary. Public workers typically receive 80% of their salary as a pension payment.

However, the program isn't receiving rave reviews from all HR/benefits experts. "It's an abuse. It's not right, and the public deserves better," Fred Foulkes, a Boston University professor and director of the university's Human Resources Policy Institute told the Globe.

Additionally, the perk can prove difficult to monitor among higher management. "Nobody asks a top manager for a doctor's note when he's out sick, for example. There's a high level of trust. You assume a lot. And that's risky," adds Foulkes.

What do you think? Is this a benefit you would consider offering your workforce, as the economy worsens? Could it prove valuable even in fatter economic times? Share your comment below.

Related coverage:

• Getting out of the office: Are your employees using their vacation time?

Wish You Were Here: Kentucky bank bucks trend, increases 401(k) match

Finally some good 401(k) matching news right when we could use it. Not willing to follow the big boys down the road of cutting 401(k) matching contributions, Louisville-based Republic Bank not only has increased its 401(k) match, it has cut its vesting time to give employees matchung funds faster, PlanSponsor reports.

Chairman and CEO Steve Trager told the Louisville Courier-Journal said the shift was spurred by the bank's strong results last year (another departure from its larger counterparts). Republic will match 100% of employee 401(k) contributions, up from half, according to reports, and vest employees fully after two years rather than six.

Wish You Were Here: Make your company stand out to new grads

Research from TMP Worldwide has tapped into what new grads want from a job. Despite the recession and a corporate environment where layoffs abound, "just lucky to have a job" is not an attitude young workers appear willing to take. On new grads' list of "never, ever will I ever" job points, according to the survey:

71% won’t compromise on training.
52% won’t accept a job with poor work-life balance.
31% refuse to accept a lower starting salary.
33% would not relocate for a job.

To help your company, benefits package and employee communications attract and retain young workers, see extended coverage in EBN:
- Leveraging Blackberries and buzzwords
- "Five Minutes With ..." podcast with Tim Vigue on Gen Y retention
- EBN Web exclusive: What sets your Gen X and Y employees a-Twitter?
- Young even more restless than imagined

Wish You Were Here: Operation Life Tranformed

Today's "Wish You Were Here" would like to highlight Operation Life Transformed, a non profit organization supporting military spouses and war-wounded caregivers with education and employment resources. They've recently partnered with CareerStep to provide online medical transcription and medical coding training and placement services for military spouses.

Last month, OLT celebrated their 100th placement after only 18 months in existence.

Wish You Were Here: Harris Teeter gets tough for top-notch benefit communication

When Harris Teeter, a 175 store, 20,000 employee grocery chain in the southeastern United States, was charged with revamping their existing benefit communications, benefit manager Kerri Simmons turned to an innovative telephonic system to put into practice the principal that people learn best when they listen and participate at the same time.

In 2005-2006, Simmons says that they were offering a great benefit package but not engaging employees because many didn’t understand their packages. The paper-based system was a nightmare for HR, who keyed in as many as 6,500 different paper enrollment choices each year.

Simmons knew there was a better way – she wanted real-time tracking of employee issues, a streamlined enrollment process, and sought a way to engage her employee population at the same time. Hopefully, this would control costs, streamline the HR function, and show a rise in voluntary benefit offerings as well.

After extensive research, Simmons turned to a telephonic based benefits enrollment company that would allow her employees to call in on their own time to walk through benefit enrollments. Extensive mailings notified employees that enrollment for 2006 was mandatory even if they already were receiving company benefits. Every employee was given a paper enrollment booklet, which walked, screen-by-screen, though their enrollment processes. Fill-in-the-blank style, a specially trained telephone coach would walk employees through the benefit selection process, stopping to offer cost comparisons, benefit explanations, and even discuss plan options for each participant.

Over 95% of employees participated through call-ins during the first year, and the additional 5% were targeted though a “if you don’t call us, we call you” backup plan.

In the first year, Harris Teeter saw a 39% enrollment in voluntary benefits and reduced turnover to seven percent.

When asked what the biggest benefits were, Simmons had three simple words- “Cost savings. Huge.” But the biggest benefit of all, she says, was the lack of “noise in January.” Employees finally understood their benefits and fully began to appreciate the package Harris Teeter offered. “It’s amazing how many employees didn’t know we had a company life insurance policy,” she says. “We were heroes after that.”

For more information on Harris Teeter’s policies, look for the Benefits Communication feature in the November 1 issue of Employee Benefit News.

Wish You Were Here: Free & Clear

Today, Free & Clear has announced a new weight management program. Called Mind & Body, the program allows participants to master eight "essential practices" to help combat obesity.

The program includes telephonic and online coaching from cognitive behavioral therapists, a personalized eating program and activity plan developed by a registered dietitian, as well as access to private online modules and an online support community.

We're quite curious to see how this program takes off -- they've got all the right tools in place ... but whether or not this program keep employees engaged where others have failed remains to be seen.

Wish You Were Here:Benefits Forum + Expo

Today's "Wish You Were Here" takes a different twist. Employee Benefit News packing a bag and heading to their 21st annual conference this weekend, and we want you to come too.

If you can't actually make the trip in person, check the blog and Web site for regular coverage, as well as download our own City Guide for a personalized guide to DC from our editors. After all, there's no advice like that of a local.

Wish You Were Here: Intel offers homework help for employees, kids

A wonderful resource for frustrated kids and stressed parents, a new benefit at Intel provides employees and their children access to Tutor.com, an online portal offering homework help in every subject from adjectives to algebra. Mark Dominguez, an 18-year Intel veteran and an Arizona father of four (with two still in school), says that – given the tough economic realities employers are facing – the benefit has “boosted my spirits. I think it’s very important.”

Dominguez watched his 13-year-old son, an eighth-grader, interact with the tutors online. “They weren’t solving the problems for him. They were forcing him to work through the problems. I know that when he comes out of that session, he’s not just getting the answer, he’s really understanding how to solve the problems, and that was big for me.”

Wish You Were Here: Workforce Alliance receives DOL Excellence Award

Workforce Alliance recently received the Department of Labor's Recognition of Excellence Award in the "Educating America's Workforce to Serve Emerging Industries" category for its biotech training program that granted certificates and provides opportunities for individuals seeking a career in biotechnology.

Nearly 100 participants participated in the program -- a partnership between Florida Atlantic University, Indian River Community College and biotechnology employers in Palm Beach County -- with 56 earning bioscience certificates, six earning advanced bioscience certificates and three now pursuing master's degrees. Many of the graduates are now employed in bioscience and research positions at such employers as Scripps Florida, the Florida Department of Health and Palm Beach Cancer Institute. The program ended in 2007.

For more information and watch a video on the biotech training program, visit http://www.pbcalliance.com/.

Wish You Were Here: Central Nebraska Public Power

Today's "Wish You Were Here" comes from Central Nebraska Public Power in Holdrege, NE. In 2006, CNPP implemented a consumer-driven health plan with assistance from Meritain Health, successfully reducing their drug costs by 42%, their medical and dental claims by 34%, and their cost trend by 12%. Out of 98 employees, 70% selected the CDH plan.

Employees working at CNPP also receive full retirement health benefits, a benefit they were on the verge of losing prior to the switch to a CDHP.

"Implementing a CDHP was the most effective solution for reducing our company's health care costs and the perfect match to meet the needs of our employees and their families," says Rochelle Jurgens, assistant controller at CNPP. "With patience, extensive education and a dedicated benefits partner, any company can successfully implement this type of plan. "

Look for a full story on CNPP in a soon-to-be-published article on the Small to Medium Business Human Resources Web site.

Wish You Were Here: Utah adopts four-day work week

In addition to great skiing, Utah now has a new attraction: a four-day workweek. Known as the “Working 4 Utah” initiative, about 17,000 of state’s 24,000 government workers will work only Monday through Thursday, effective the first week in August. Although government hours will be extended from 7 a.m. to 6 p.m., offices will be closed Fridays, saving the state an estimated $3 million a year from turning off the lights heat and air conditioning in government buildings. State police officers, prison guards, court employees and workers at Utah’s public universities are not eligible for the four-day work week.

Is something special happening at your company that you want to shout about? Send a “Wish You Were Here” posting to EBN Editor-in-Chief Kelley Butler at kelley.butler@sourcemedia.com.