Want to shake it up when it comes to your benefits package? These 10 companies prove all that's holding you back is your imagination!
Offerings include flexible work arrangements, comprehensive wellness, eldercare and childcare. BASF’s headquarters in Germany includes an onsite nursery, a fitness and health studio, an onsite medical consulting service and a practice for physical therapy.
Began offering autism benefits to its 160,000 U.S. employees, following a well-received autism awareness event that took place inside the firm. They provide coverage for the initial autism diagnosis and the various types of therapies that are often prescribed for the neurobiological disorder, which could include Applied Behavioral Analytics (ABA), Cognitive Behavioral Therapy (CBT), nutritional counseling, periodic developmental screening, individual or group family therapy, speech and occupational and physical therapy, as needed, in addition to medication management.
Only 12% of U.S. private-sector employees have access to any paid family leave through their jobs, according to the U.S. Department of Labor. In addition to the company’s now famous unlimited time off policy for vacation and sick days, they offer as much as one year of paid time off to new mothers and fathers.
Began paying for college tuition for the children of employees, as well as the wedding expenses of all unmarried employees.
With an average employee age of 28, this company began helping nearly half of its 46,000 employees pay down their student loans. The company contributes $100 per month ($1,200 per year) for up to six years (a maximum of $7,200) directly to its employees’ student loan servicer, for non-management employees.
Provides biometrics, personal health reviews and family health centers offering concierge medicine to its 22,000 North American employees, offering up to $2,000 a year as a health reimbursement arrangement for a biometrics scan. The company spends about $250 million a year on total healthcare, which includes four $5 million per year family health centers. Through the centers, along with gym reimbursements, free medication for condition management and on-site gyms, the company reduced metabolic syndrome by 12% in three years.
Provides discounted services that save employees up to $3,000 per year. Employees also receive discounted tickets to the Universal Orlando and Hollywood theme parks, and 20% off Fandango gift cards, on top of a diverse benefits package that includes child and eldercare resources and adoption assistance in addition to the usual benefit offerings.
The average tenure at this company is 18 years, thanks to their approach to professional development coaching, employee surveys, social media, and group-focused networking.
Doubled paid time off for new parents, added companywide holidays, and increased company’s 401(k) match in an effort to equalize healthcare and retirement benefits.
La Macchia Enterprises
More than 95% of the workforce participates in the company’s wellness program thanks to efforts to make wellness part of their work culture every day, stocking fridges with fruits, vegetables and healthy snacks, having walking meetings, and an annual “Wellness Action Day” with wellness vendors, healthy snacks and fitness games for employees and their families.
See anything that might stir up your benefits offerings?
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Source: Kathryn Mayer, 10/23/16 “How 10 Companies Are Breaking the Benefits Mold” Employee Benefit News Retrieved 10/30/16 from: http://www.benefitnews.com/news/how-10-companies-are-breaking-the-benefits-mold
Did you know health disparities are linked to $50.3B in medical costs for preventable illnesses?
Healthy employees are productive employees.
Here's a link to free tools to share information with your employees from the Office of Minority Health in the Department of Health and Human Services.
Healthcare is on every company's mind as we face new ACA requirements and the continuing challenge of skyrocketing employee healthcare costs.
Transitioning into Consumer-Driven Health Care also means taking a look at how healthy the pool of current and potential employees are. It also means assessing how healthy the environment they live and work in is. This knowledge is vital, informing your decisions in combating employee health costs and impacting employee wellness.
This is the fifth year that the University of Wisconsin Population Health Institute, sponsored by the Robert Wood Johnson Foundation, has provided this public information. They have graciously provided the national database and various reports as downloads for you to use in decision-making and to share with your employees.
Improving healthcare is on all of us. If we all step up, and do what we can, from holding healthcare providers accountable to enabling wellness initiatives -- we all stand to reap the rewards.
Scroll down to below the map, and enter your county to see your ranking information.
Snap up the $9,600 tax credit for hiring a qualified veteran before January 1, 2014.
The American Taxpayer Relief Act of 2012 (ATRA) (H.R. 8) extends the Work Opportunity Tax Credit (WOTC) for qualified veterans hired before January 1, 2014. ATRA also extends the WOTC for targeted group members, other than qualified veterans, hired after Dec 31, 2011 and before January 1, 2014.
Eligible organizations hiring qualified veterans could realize a credit of as much as $9,600.
Go to this link at irs.gov to see how it works. After the required certification is secured for qualified veterans you hire and who begin work before January 1, 2014, you can claim the tax credit as a general business credit against your company’s income tax.
Qualifed tax-exempt organizations may also claim the credit for qualified veterans who begin work on or after November 22, 2011 and before January 1, 2014. After the required certification is secured, tax-exempt employers claim the credit against their employer social security tax.
There are a lot of reasons to hire our veterans – here’s just one more.
Rylan Klaseen & Associates
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