Best Practices From Honor Roll Organizations
The practices listed below are drawn from the Honor Roll applications of organizations that were named to the Companies That Care Honor Roll. These companies provide stellar examples of how to be a Company That Cares; however, this document should not be considered a blueprint for being a Company That Cares. Other noteworthy companies will expand both the categories and the specific practices listed under each of the 10 Characteristics of Socially Responsible Employers.
1. Honor Roll organizations sustain a work environment founded on dignity and respect for all employees utilizing:
Core Values
- Have Core Value of sustaining a respectful work environment for all people
- Have Zero Tolerance Policy for sexual harassment, workplace harassment, discrimination and intimidation
- Culture is based on the company's Shared Values of respect, responsiveness and results. The value of respect includes operating with integrity and showing respect for individuals
Day to Day Practices
- CEO and VPs eat in the same cafeteria as team members
- No reserved parking spaces, no executive perks
- Same benefit and compensation plan for all employees
- "Pizza with the President" allows staff to share opinions and concerns
- Family picnics are open to active and retired employees
Policies
- Harassment and Discrimination Policy states, "Company is committed to a work/life environment in which all individuals are treated with respect and dignity"
Opportunities for Feedback
- Conduct employee survey with results communicated across all levels of company; each department is responsible for creating action plans to address areas of opportunity
Training
- All new team members receive individual and classroom training to learn about policies, procedures, benefits and work/life efforts. Also learn about recognizing and preventing harassment and discrimination and to respect and appreciate diversity in workplace interactions
- CREW - "Creating a Respectful Environment at Work" is a mandatory training course for all employees
- Developing new program, "Expect Respect" that will be mandatory for all employees
2. Honor Roll organizations make employees feel their jobs are important utilizing:
CEO Communication
- CEO has quarterly meeting for all employees --- Copies and recordings of each meeting are made available
- CEO leaves frequent company-wide voicemail messages regarding key initiatives, direction and company progress
- Employees can communicate directly with company leadership through an "Ask Harry" Intranet site where they can submit questions directly to the CEO. Employees can also submit questions to other members of senior management
General Employee Communication
- Success stories are highlighted in the HR newsletter and/or employee meetings
- Hold quarterly "State of TAP" meetings to highlight business results, the patients served and community endeavors
- CEO writes a monthly column in the all-company newsletter
Recognition Programs
- In recognition of 200th Anniversary each employee was given 200 options as part of celebration and as recognition that this is a 200 year-old company because of its employees
Regular Staff Meetings
- Create monthly status report following regular staff meetings that is rolled up through levels of management to highlight successes and progress on on-going projects
- Many businesses hold town meetings at least once a year
- Monthly production meetings offer an opportunity to learn new techniques and gain recognition for jobs well done
Training
- Within first year of employment all team members receive 20 hours of classroom training in company's corporate quality system and culture
3. Honor Roll organizations cultivate the full potential of all employees utilizing:
Development Plans and Career Advancement Opportunities
- Sales employees participate in "Career by Design," a program that clearly outlines the criteria for advancement, recognition and rewards in the sales force
- Many employees who have taken advantage of continuing education or tuition reimbursement have been promoted within the company. All employees who complete a degree program are rewarded with pay increases for that degree
- Company encourages promotion from within and provides salary increases for lateral promotions when the job responsibilities warrant an increase.
Diversity Initiatives
- Pioneering gender and ethnicity programming
- Established a Diversity Advisory Council which is divided into action teams focusing on hiring/retention, work/life and diversity and heritage
Financial Assistance for Education
- Provides a liberal Tuition Assistance policy that covers both business-related and general interest courses for both the undergraduate and graduate level
- Offers 100% reimbursement for approved education programs
- Provide student loans to employees
Heritage Recognition and Celebrations
- In 2001, began tradition of celebrating different cultures. The first cultural event celebrated Japan's Golden Week and in 2002, held a festival to focus on Latino/Hispanic heritage
- Display winter holiday decorations featuring Hanukah, Kwanzaa and Epiphany, as well as decorations that are specifically Hispanic and Asian
Mentoring
- Active mentoring programs assist in career development
Performance Management
- Implemented a Performance Excellence process consisting of goals, performance reviews and individual development plans
- Each employee has targeted development plan where he/she can work toward their interests and also see what new skills they need to acquire
Training and Education Programs
- Training programs include: "Leadership Through Diversity," "Introduction to Japanese Culture & Business Practices" and "Managing Change"
- All team members are encouraged to complete a target of 20 hours of company-paid continuing education per fiscal year
- Have full array of internal courses via company University. Also offer other courses on-site through agreements with several institutions and have accredited long distance learning programs
- Offers on-site courses for Bachelor's Degree completion
- E-learning available to employees globally
- 47% of all employees are cross-trained to handle more than one responsibility
4. Honor Roll organizations encourage individual pursuit of work/life balance utilizing:
Caregiving Assistance for Children and Adults
- Provide lactation rooms for nursing mothers
- Enhanced elder care program with at-home assessments and reviews of assisted living options
- In-home child care (in limited areas)
- Provide priority enrollment and reduced registration fees for full-time, part-time and back-up childcare in childcare facilities around the U.S.
Convenience Services
- Provides on-site oil changes, on-site dry cleaning, evening meals-to-go through cafeteria vendor, greeting cards/flowers, ATM, chair massage therapy, credit union, shuttle service from train stations and an on-site Starbucks counter
Dedicated Staff
- Diversity Advisory Work/Life Action Team focuses on promoting work/life solutions
Financial Assistance
- Offer 10% discount with three nationwide childcare providers.
- Company pays 100% of the cost of dependent care that is caused by travel
- Reimburse employees for up to $10,000 for eligible expenses related to child adoption
Flexibility
- Provide alternative work arrangements to home office and field sales employees, including part-time options, job-share, telecommuting and compressed work week
- Company-wide flex-time policy under which each team member works with supervisor to determine an appropriate daily work schedule based on customer/department requirements and the team members' needs
- Can bring children, and even pets, into the office when other arrangements can't be made for their care
- Team members can request "short-term" flextime arrangements to meet temporary needs.
Guiding Principles
- Recognizing the "whole person" is crucial in addressing the work/life needs of team members. That includes recognizing life events, caregiving responsibilities, concerns about health, and personal pursuits
Information and Resources
- Offers access to internet work/life resources such as child care and elder care locators, financial services and everyday issues
- Provide information about resources in the community to help employees
- Free legal services to provide limited legal consultation either on the phone or in person by network lawyers
- Developed an Alternate Work Arrangement Proposal Kit that includes guidelines and steps for proposing an alternative work arrangement
- Created a "Workplace Flexibility Worksheet" to help team members and supervisors discuss options and concerns about flexible work arrangements
Recognition
- Each year hold a company sponsored event where employees faced with a work/life crisis can recognize those colleagues who helped them through this time
Time Off
- Manufacturing team members may use 4 annual personal days in full or half day increments for any reason, at any time, without prior approval
- Paid adoption leave of 4 weeks
- Family Leave of 6 months that can be extended to 1 year with full benefits
- Employees who adopt receive up to two weeks of paid time off for associated legal issues and travel
Training
- Train managers on how to manage people to fulfill their jobs and personal lives
- Offer "Finding Your Own Work/Life Balance" workshop for all employees
5. Honor Roll organizations enable the well-being of individuals and their families utilizing:
Benchmarking
- Conduct regular market studies to ensure pay is competitive and appropriate from an internal and external standpoint
Benefits
- Liberal invitro fertilization benefit
- Vision coverage
- Free EAP services and resource/referral for legal services, financial services and family/personal services for team members and their families
- Employee Stock Purchase through payroll deductions at a discounted price
Compensation
- Gave 100 stock options to eligible employees worldwide (more than 95% of total employee population) to participate in the shareholder value they helped create
Counseling and Advice
- Employee Assistance Program offers counseling on variety of topics, including legal counseling
Financial Assistance
- Clara Abbott Foundation helps employees and retirees and their families with financial needs and educational grants
- Pay 100% of employee-only premium for medical, dental, vision, STD
- Provides scholarships for post-high school education for children of employees. A neutral, third party agency evaluates the applications on the basis of the students' academic, extracurricular and employment accomplishments
Personal Wellness Programs
- Offers on-site fitness center
- Provides on-site Weight Watchers program
- Provides up to 3 free counseling sessions about personal life situations through Employee
- Assistance Program
6. Honor Roll organizations develop great bosses who excel at managing people as well as results utilizing:
Incentives
- If manage does not submit performance review, both manager and employee do not receive an increase until it is completed
Performance Standards and Measurement
- Managers and leaders are graded on several areas that go into the calculation of variable compensation including work environment
- 360-Degree Feedback - used in developing more effective managers
Training
- Manager specific training through Management University and an on-line Manager's Guide
- Managers offered a Stephen Covey Seminar, "Seven Habits of Effective Managers"
7. Honor Roll organizations appreciate and recognize the contributions of people who work there utilizing:
Celebrations
- Each department has budget of $800/employee for an off-site gathering that can include family or significant others
- Hold a Quality Day Celebration to honor employees whose continuous improvement proposals were approved
Excellence Awards Recognizing Specific Types of Performance for Individuals and Teams
- Way Out Awards: company-wide awards recognize individuals and teams who make a significant impact in any of 5 categories:
- diversity
- business innovation
- service and charitable activities
- cost savings
- leadership
- President's Award and Board of Directors' Special Achievement Awards are given for work that goes beyond the scope of a person's job description. President's Awards begin at $1000 and go to $5000. Recipients of President's awards are eligible for Board of Director's Award (minimum of $10,000)
- Annual programs include:
- Engineering Excellence Awards
- Marketing Excellence Awards
- Human Resources Excellence Award
- Volunteer Recognition Award
- Lavoisier Medal
- Sustainable Growth Award
- Technical awards for team members who have made accomplishments in:
- Research
- Development
- Discovery
- Implementation
Monetary Bonuses
- All employees are eligible for performance bonuses: based on functional results and company profits
- Offer awards for outstanding sales performance on monthly and annual basis
Peer to Peer Awards
- ABCD awards - "Above and Beyond the Call of Duty" - pre-printed thank-you note that any team member can give to another team member for making an extra effort or simply doing something nice
- Any employee can nominate another employee for up to $250 rewards
Service Awards
- Offer Master Printer of America Awards to honor length of employment and successful completion of apprentice programs
- Team members who achieve 40 years of service are awarded $10,000 Travel program
- Team members receive recognition and gifts for 5, 10, 15, 20 and 25 plus years with company
Spot Awards
- Managers give spot awards to employees who exceed expectations
- Rewards include tickets to hockey, basketball and baseball games. Special lunches and dinners are offered regularly
8. Honor Roll organizations establish and communicate standards for ethical behavior and integrity utilizing:
Accountability Statements
- Every year employee completes employee ethics statement
- Upon receipt, each employee must confirm they will follow the standards described in the Global Business Practice Standards manual
Code of Conduct
- Established a "Code of Business" that is communicated regularly and enforced
Dedicated Staff
- Ethics and Compliance department
- Formed Corporate Responsibility Office and Regional Business Practice committees to educate employees about company's shared values and business practice standards, and culture of integrity, honesty, openness and fairness
On-Going Communication
- Ethics and Compliance Department shares news regarding compliance and ethics through employee emails and through quarterly newsletter
- Ethics bulletins are distributed company wide citing incidents which have resulted in termination
- Give all employees the Global Business Practice Standards manual
Reporting Mechanisms
- Ethics & Compliance Code Hotline serves as a help line and reporting mechanism
- Implementing a third-party monitored ethics/compliance hotline to give team members venue to report alleged instances of police violations, ethical violations and workplace violence
Training
- All employees required to complete "Acting on Our Values" online training annually
- Sales employees played the first annual Ethics & Compliance National Team Challenge, a revolutionary video game
- Corporate Responsibility Office provides one-on-one coaching for employees and managers
- E-learning modules to teach team members about how to address everyday situations that can present ethical challenges
9. Honor Roll organizations get involved in community endeavors and/or public policy through:
Advocacy Activities
- Member of Corporate Voices for Working Families - non-profit involved in the debate about community supports needed to sustain working families
- Member of Healthcare Leadership Council - forum for the leadership of the healthcare industry to jointly develop policies, plans and programs to advance a market-based health care system that values innovation and provides affordable high-quality healthcare
Business Strategy
- Companies goal to be BEST CITIZEN includes local community outreach, team member volunteerism, and charitable giving
Dedicated Staff
- Charitable Contributions Committee supports and encourages the philanthropic efforts of employees
Direct Service Volunteering
- Employees participated in course called THE LEADERSHIP JOURNEY, in which participants created a book of children's stories based on the company's values. The books were illustrated by employee's children and each employee received ten copies to distribute throughout their communities
- Blood drives
- Time off for volunteer activities
- Active in support of Holocaust Memorial Foundation of Illinois
Financial Contributions
- Company contributes a maximum of $1,000 per year per team member to a charitable organization or fund-raising event in which team member is active participant
- Dollars for Doers- provide grants to qualified organizations where employees volunteer their time. Past recipients have included hospitals and hospices, historical societies, emergency shelters, community theater groups, substance-abuse prevention services and youth employment services
- Matching Gifts program - matches employees donations of $25 or more to hospitals, schools and non-profit cultural organizations. Gifts of $100-$500 are matched two-for-one.
10. Honor Roll organizations demonstrated how they consider the human toll when making business decisions with the following practices:
- Cross train employees to make every effort to avoid layoffs
- Improving quality of Work/Life is #1 item at monthly Executive Committee Meeting
- Offer Career Transition Plan in event of reducing manpower
- Publish an annual sustainability report which provides a framework for transparently reporting on company's economic, social and environmental performance
- Split Marketing Department into two sections to help meet business goals as well as providing manageable workload for marketing employees and management
- Vice President of Work/Life is a member of the corporation's 6-person Executive Committee and involved in all quality, strategic and operational decisions made by the company