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San Fernando
Thursday, Mar 28, 2024

LARGE BUSINESS CATEGORY 250 or more Employees

Ranked # 6 Glendale Adventist Medical Center Glendale Adventist Medical Center is a not-for-profit regional medical center. In addition to the merit program notes in the hospital’s compensation policy there are referral bonuses up to $5,000 for bringing on new hires that stay on. Hospital benefits extend to those who work 20 hours or more. Adventist gives employees 31 days of combined paid time off annually, with 33 days being able to carry over to the next year. Work-from-home options are considered on a case-by-case basis. The hospital provides remote, secure access to e-mails and areas of its computer network so employees can work from a remote location, should the need arise. Adventist has an extensive Employee Assistance Program that provides employees and their families with guidance, focus and support for a wide range of personal and work related issues. The hospital also provides on-site childcare for employees that also spans the weekends, at a discounted rate of $3 per hour. It encourages the continued education of its employees reimbursing $5,000 for an undergraduate degree and $5,000 per graduate degree. Adventist also encourages employee feedback through departmental “huddles,” each day and a monthly newsletter to all employees. It offers limited subsidized and free employee housing, an annual benefits fair, ride share programs, with monthly awards, an annual picnic, gifts for all the nurses and employees in general, $5 dollar birthday gift cards, and sports events. Many departments have developed vacation plans to ensure employees take time off to be with their families. In addition it recognizes its employees through a number of different programs like the “Galaxy Awards,” and “Service Awards,” which are monthly and annual awards given out based upon performance. Hospital employees are encouraged to own every interaction and live the company motto, “I’m Here For You.” Ari Morguelan Ranked # 5 Medtronic Diabetes Medtronic Diabetes manufactures diabetic therapy devices and has 1,800 employees in the Valley. Through its proprietary Medtronic Incentive Plan each employee receives incentives ranging from 5 percent to 35 percent based upon performance and up to six percent of employee contributions to the 401(k) program are matched. The company offers a compassionate-leave program that enables those with terminally-ill family members to take up to four fully-paid weeks off to care for their loved one. In addition, employees who are eligible may receive salary continuation while on approved medical leaves of absence, up to 6 months. Medtronic’s unique “Divinity Health Plan,” gives its employees more options for health coverage. During the first year of employment Medtronic offers a total of 26 paid holidays and vacation time. It allows employees to accrue 4 weeks of paid time off. Health benefits are offered on the first day of hire to all employees regardless of full- or part-time status, and also to domestic partners. Free counseling is offered to employees and families at no cost. The company encourages a healthy work place and employees. It has an onsite fitness center in addition to discounted gym memberships. If an employee works out three times a week, Medtronic will pay $20 towards their gym dues. Flexible spending accounts for both healthcare and daycare are offered allowing employees to contribute up to $5,000 pre-tax per year. A global assignment program allows certain employees to take short-term assignments in different business units internationally. Medtronic strives to improve daily communication, for example, executive leadership maintains a blog that employees have access to. The president spends one day a month in an office in the lobby and LCD panels all throughout the facility display company information. Medtronic takes recognition of their employees seriously. One great example is the Mission Medallion ceremony, at which employees who have reached the six-month mark receive a medallion, just for working at the company. Ari Morguelan Ranked # 4 City of Lancaster This city of 145,000 residents has a strong commitment to business which earned Lancaster the “Most Business-Friendly” Eddy Award from the Los Angeles Economic Development Corporation in 2007. Lancaster’s nine administrative departments are under the direction of City Manager Mark Bozigian. The city offers benefits from the first day of hire as well as a compressed work schedule that allows for one day off every two weeks and the opportunity to accrue up to 320 hours of vacation time. The city offers two flexible spending accounts which help to save money on eligible out of pocket medical or dependent care expenses on a pre-tax basis. The building that houses most of the city’s employees has a workout facility and showers on the premises, and offers a free Weight Watchers program. Tuition reimbursement is available for eligible employees, at up to $1,500 per semester. Lancaster also stresses a strong work-life balance offering paid administrative leave to exempt employees, topping out at 144 hours a year. The city also offers marital, family, emotional, legal, financial, chemical dependency assistance through Horizon Health. Counselors are also provided at no cost to the employee. The city encourages employee feedback. Sponsoring an employee dialogue session, on a monthly basis, 25 employees are randomly selected to sit in on a meeting with the city manager, and the director of human resources, to bring up issues or concerns. The city also sponsors two employee recognition breakfasts, as well as each department has their own employee recognition program. In an effort to continue to educate their staff, the city launched a training program geared towards leadership training, focusing on time and task management, project management, teambuilding, delegation and many other topics aimed at helping city employees do their jobs better. Ari Morguelan Ranked # 3 Kaiser Permanente Kaiser Permanente has 3,578 full-time and 2,060 part-time employees working in their Panorama City and Woodland Hills medical centers. All employees are eligible to participate in a bonus program and 401(k) contributions are matched based on overall organizational performance, which equates to a type of profit sharing. In addition, individual bonuses are given out based on clinical quality, customer service, safety, attendance and community outreach. Kaiser also provides 100 percent paid health insurance to employees and their families from the first day of hire. Employees need only work 20 hours a week to be eligible for health benefits. Kaiser does offer telecommuting options to those who qualify. To help reduce the cost associated with child care, Kaiser has negotiated and offers discounted day care and pre-school, through local schools and child care centers. Compressed week options are offered, mostly to those who work in clinical settings. Kaiser has an extensive on-site employee assistance program, which includes licensed therapists, where employees can address a wide range of issues, from personal to work related. It has a tuition reimbursement program that pays up to $2,000 a year to individuals based on their individual need. It stresses communication with its employees. Kaiser has a variety of methods to increase two-way communication, from newsletters to a dedicated public affairs team. Kaiser conducts 360-degree evaluations for supervisors, as well as a company-wide internal survey each fall. Employees are also eligible for frequent bonuses, both formal and informal, ranging from $50 to $3,000. The facilities both have Diversity Councils to promote harmony and diversity in the workplace. The firm likes to reach out to not only its employees, but their families as well. For example, Kaiser invites its employees and families to help decorate their Rose Parade float; in addition Kaiser sponsors outings to family friendly locales like Sea World, Disneyland and Six Flags. Ari Morguelan Ranked # 2 Providence Holy Cross Medical Center Providence Holy Cross Medical Center is a 254-bed, not-for-profit medical facility that has one of the few round-the-clock trauma centers in the Valley. To encourage and reward employee performance, Providence has a pay-for-performance program. Incentive goals and bonus pay are based on target performance at the departmental level with 40 percent of the incentive pay derived from performance goals set by the individual in conjunction with the direct supervisor. All insurance benefits are fully paid by Providence and the benefits-credits program allows employees to spend credits on additional benefits or more take-home pay. Providence also offers a flexible spending account to save money for certain healthcare and daycare expenses by paying with pre-tax dollars. In addition to regular pay, an account-based plan funded entirely by Providence is offered and can add an additional 5 percent to their annual pay. Providence stresses health consciousness, offering employees the opportunity to enroll in a Rewards Wellness program where a strategic health plan is created for an individual employee; the employee is rewarded for meeting goals with gift cards. A partnership with the local YMCA gives employees discounts on childcare expenses which can be paid out of the flexible savings account. One-third of Providence’s employees work alternative schedules like a nine day 80 hour pay period. Employees who use public transportation can deduct expenses on a pre-tax basis up to $100 monthly. Additionally, the hospital offers free dry cleaning services, car washes, discounted theatre and sports and theme park tickets, as well as child care through the YMCA. As a Catholic hospital, Providence has strong core values like respect, compassion, stewardship, justice and excellence, and for many Providence employees this is a philosophy they live by. Ari Morguelan Ranked # 1 Wells Fargo & Co. Wells Fargo is one of the nation’s largest banks and also provides insurance, investments, mortgage, and consumer finance services, with 1,660 employees in the Valley. Team members may choose between a variety of health plan providers and plans that give options like more preventative care, or more flexible options like a health care spending account. Benefits extend to both spouses and domestic partners. Wells has an employee education and assistance program that provides resources to employees on issues ranging from professional and personal development, relationships, stress, management and work-life blending. Team members are encouraged to talk with managers about alternative work arrangements should the need arise. Wells offers a free referral service for elder and child care 24 hours a day. For those families that choose to adopt, Wells will pay up to $2,000 in adoption related expenses. The bank offers two different spending accounts allowing employees to use pre-tax dollars to pay for health and child care. The bank as part of its ongoing support of team members offers tuition reimbursement to eligible employees, paying up to $5,000 a year. Through the bank’s volunteer leave program team members may take up to four months off, with full pay and benefits to work with a nonprofit of their choice. In 2007 20 employees were awarded 43 months of volunteer leave. Wells gives its employees the option to work when and where they want. Many team members work part-time or flexible work arrangements including telecommuting and job sharing. Employee recognition activities include managerial recognition to national recognition events such as the annual sales and service conference. In addition, top-performing team members are rewarded with all-expenses-paid trips to Hawaii, Orlando, or other locations. Wells has a values and vision booklet in circulation since 1993, containing the company’s guiding principals which have been passed along to new employees, as a means to incorporate Wells’ vision into the everyday work of its employees. Ari Morguelan

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