LARGE COMPANIES: FINALISTS
It often takes a back seat to factors like matching 401(k) contributions, annual vacation allotments or ping-pong tables in the breakroom, but a key piece of what makes a company a terrific employer is the solid financial foundation from which all benefits flow.
That’s the case at Bank Midwest, where conservative banking principles underpin all acquisitions—from new banks joining the fold to new associates coming on board.
Nurturing that relationship for 613 employees are health-care plans provided through either of two comprehensive medical insurance options, dental and vision plans, life and accidental death/dismemberment coverage, company-paid disability (both short- and long-term), and supplemental life insurance.
On top of that, the fast-growing organization offers flexible spending accounts for both health care and for dependent-care expenses, a 401(k) plan with company match, 10 paid holidays each year, plus vacation, sick leave, two floating holidays and bereavement time.
The digital era has revolutionized virtually every business sector, but few have seen the kinds of disruptions—or changes in long-held understandings of deadline—as the communications sector, and advertising in particular. So how do you bust the stress of constantly shifting (and new) multiple priorities? At PlattForm, it’s a work-hard/play-hard culture. That includes allotments of candy-cart Tuesdays and soda on Fridays—we said “fun;” we didn’t say “excessively health-conscious”—half-days off in the summer with a Flex Fridays policy, on-site gym and casual dress code—all of which appeal to a younger, more energetic work force of more than 400. The company attributes much of the workplace tone to CEO Dave Admire, who worked his way up from media buyer after starting there 13 years ago. In addition, PlattForm offers comprehensive health, disability and life insurance plans, paid holidays, a 401(k) match up to 8 percent of employee pay, continuing education and tuition assistance programs.
Vacation for part-timers? Not many companies offer that, and some that once did found it low-hanging fruit during the Great Belt-Tightening that began with the 2007 recession. But it’s just one reflection of management’s commitment to nearly 200 part-time employees of Fiorella’s Jack Stack Barbecue, plus the 259 full-timers. One of many; for starters, the company prides itself on compensation levels that are 15 to 20 percent above what the National Restaurant Association calculates as the industry norm. Then add in a benefit program they believe is one of the most comprehensive in the business—health, dental, vision, life and disability insurance, 401(k) with company match, flexible spending plan, employee-assistance program and even an employee emergency fund, which provides grants of up to $1,000 in financial assistance..
Size and sector come together to create a unique set of working conditions at Truman Medical Centers. The critical mass comes from an organization with more than 3,600 employees, and the health-care specialization allows for some unique and innovative approaches to ensure employee satisfaction. For starters, there are no health-care cost worries: Medical services through TMC are free under the insurance plan, as are prescriptions for certain chronic medical conditions, such as high blood pressure or diabetes.
As for innovation, how about pet insurance, pre-paid legal services, or auto and home insurance? The Hospital Hill location also has on-site access to a Walgreen’s pharmacy, a US Bank branch and 24-hour ATM service. Employees are also encouraged to safeguard their own health, through group exercise classes, wellness coaching, competition, and on-site fitness centers.
Those are all nice, but higher up on Maslow’s hierarchy of needs is the self-actualization layer, addressed by the hospitals with TMC Corporate Academy. Offered on each campus—the Hospital Hill and Lakewood, employees can take both undergraduate and graduate-level courses, on site or on-line, in foreign languages, communications development, computer software training and more.
In construction, safety is everything. It defines the best employers in the field. That’s well-reflected at Performance Contracting Group: The first of seven bullet points on the company’s list of core values is safety. And it’s not a top-down value, either. As is the case with leadership, each of the 527 local employees is accountable for creating a safe environment to protect co-workers. That same approach applies to creating a fun workplace, another core value—it’s everyone’s responsibility to help serve as stress-reliever. That shared responsibility is something you’d expect from an employee-owned company, and PCG offers opportunities to increase that ownership level through its ESOP program. It also offers medical and dental plans, life insurance and accidental death and disability benefits, a 401(k) retirement savings plan, paid vacation and holidays, an opportunities for salary increases through promotions after annual reviews.
