1-Tower General Contractors Local Employees: 43 Alex Guerrero, Executive Vice President By MARK R. MADLER Staff Reporter To make the employees of Tower General Contractors want to come to work every morning, company President Nato Flores provides the right atmosphere for professional advancement and the best compensation. “If you do those two things, you can demand a lot,” Flores said. Tower’s management does demand a lot although Flores, who started the company in 1985, concedes that their construction projects are not impossible to do. Some of the most high profile construction projects in the greater Los Angeles area have the stamp of Tower on them. The union contractor upgraded the Gibson Amphitheatre at Universal Studios; is reconstructing the Theme Building restaurant at Los Angeles International Airport; and recently completed the Columbia Memorial Space Science Learning Center in Downey. Projects of that magnitude and scope make it easy to motivate the staff to come to work on Mondays. A familiar saying around the Sun Valley offices of Tower is that by Friday the staff is exhausted but they are always ready to come back on Monday. Project managers are given parameters to work within but are otherwise given a lot of independence. It is almost like the managers are running their own company, Flores said. Executive Vice President Alex Guerrero added that it takes a special kind of person to do that work and be up to the challenges and responsibilities of a major project, say, of the $80 million expansion to Huntington Hospital in Pasadena. What he and Flores look for are people with leadership skills; who aren’t afraid to make decisions and are enthusiastic about their work. If there is additional training needed, Tower is more than happy to reimburse tuition, books and other supplies as long as the employee earns a “B” or better. The perks coming to Tower employees do not end there. Birthdays are celebrated with a staff luncheon, tickets are made available to sporting events, and there is an annual holiday celebration and summer family picnic. A gymnasium is available at the Sun Valley location. The design of the company headquarters itself was done to make it a pleasant workplace environment. The high ceilings provide much space and lit by natural light. The conference room is in the middle of the office and enclosed in glass to make it welcoming and transparent. Executive offices are inviting to all employees. Much of this is a reflection of Flores’s beliefs. He wants to have a pleasant place to work and wants others to share in that view. Flores and Guerrero have known each other for more than three decades. After Flores started the company, Guerrero was the first employee when just a teenager. He would later pursue other career goals before returning about six years ago. Guerrero’s background is in budgets, scheduling and management and so he relies on the architects and engineers hired as project managers to speak the language of construction. Guerrero and Flores create a culture where the project managers can solve problems on their own. They do not want to manager the outcome otherwise they are just babysitters, Guerrero said. “You can’t come back and say ‘I can’t figure it out,'” Guerrero said. 2 – Stone, Rosenblatt and Cha Local Employees: 36 Ira H. Rosenblatt, Managing Director According to Diane Marioni, paralegal at law firm Stone, Rosenblatt & Cha (SRC) in Woodland Hills, both little touches and big benefits make for a great place to work. “The best thing about working here is that you can wear jeans every day,” she told the Business Journal. “You’re encouraged to dress casually if that’s what makes you comfortable, because they believe if you’re comfortable; that fosters a healthy attitude about your job.” Yet it was overarching sensitivity to the individual employee as well as to employees’ families that garnered SRC the number two slot on the Business Journal’s Best Places to Work 2009 roll call. Flexibility is Stone, Rosenblatt & Cha’s principle that guides its policies regarding time off. In fact, for attorneys, vacation days are not even counted. Lawyers at the firm can take whatever time they need, as long as clients’ needs and minimum billable hours are met. For non-attorney workers, the time-off policy is almost as liberal. “They’re really good about letting us off for children’s school events, field trips, and visits to the doctor,” said Marioni. “We also get personal and sick days, which we can combine to fit whatever the situation may be.” Keeping office technology up-to-date is also a practice employees at more than one firm cited as being an important part of making their jobs better. A recent software update at Stone, Rosenblatt & Cha did just that for Diane Marioni. “We implemented a document-management system that is helping out a lot,” she said. “They’re always getting the latest technology to make things easier and for us and just flow better.” On the topic of keeping up to date, SRC also helps employees earn continuing education credit. Frequent professional enrichment opportunities are provided via regularly scheduled presentations at which lunch is provided free of charge. There are also mentoring programs and what the firm calls a “premium” employee assistance program (EAP). According to the firm’s management, Stone, Rosenblatt, & Cha’s EAP program has either directly or indirectly child care issues, long term family illness, and personal crises. However, the people Marioni works with and their team spirit are the biggest factor for Marioni in terms of what makes her place of employment enjoyable. “The people here are great,” she said. “It’s a family environment. I mean, people are just genuinely nice to one another and work as a team.” As evidence of that environment, Marioni said that in addition to her employers’ work-time flexibility, its recognition programs and company social events create a lot of loyalty at Stone, Rosenblatt & Cha. “We get gifts and rewards for going the extra mile and for every five-year anniversary,” she said. “You really feel appreciated here.” Thom Senzee 3 – Greenberg & Bass LLP Local Employees: 24 James R. Felton, Managing Partner It’s rare today to hear of workplaces where the employer pays 100 percent of its employees’ medical coverage, but that’s par for the course at local law firm, Greenberg & Bass. “It’s been an awesome experience working here,” said Amy Barba, a junior secretary and paralegal-in-training at the firm. “They’re a great group of attorneys.” But, said Barba, it’s not necessarily the fringe benefits that have kept her content during her three-year tenure at the Encino-based law offices; it’s the professionalism with which everyone , from the reception desk on up , is treated. “There are no games,” she said. “You’re treated as an equal.” However, the generous benefits at Greenberg & Bass do help, Barba said. They include the 100 percent-paid health benefits, an additional “script” program that picks up the tab for most medications’ copayments, dental coverage, cash-trading for unused paid days off, telecommuting for attorneys and senior management, a can-and-bottle recycling program whose proceeds go to charity, annual holiday gift exchange and Halloween potluck with prizes. “Then there’s bagel-and-donut Fridays,” said Barba. “They like to keep us plump and happy here.” Other aspects of working at the firm which Barba appreciates are the frequency of participation in networking events with other businesses and the local community in general, as well as its longtime support of Ronald McDonald House. “It just makes it more interesting to work here,” she said. “You’re never bored.” Thom Senzee 4 – M David Paul & Associates Local Employees: 34 M David Paul, President For more than 40 years, M. David Paul & Associates has contributed its fair share to building the commercial real estate industry in Southern California. The company is comprised of four primary divisions including: full service real estate firm; property management; development; and construction. The Santa Monica-based firm’s properties are scattered throughout the Los Angeles area, with a handful being located in Burbank. It has 55 total employees, 30 or more of whom work in the greater San Fernando Valley region. Why is M. David Paul & Associates a great place to work? Among many reasons, the company sets itself apart by nurturing a spirit of entrepreneurialism in the workplace. “We don’t micro-manage,” said Josh Rothman, director of human resources and recruiting. “People who work hard will get noticed. And retention is not a big issue because very few people resign from us.” Rothman uses his own experience at M. David Paul as an example. Having owned an executive recruiting business, the firm hired him to bring-on staff internally. It went on to back him in pursuing a side business of recruiting for the healthcare industry. “They’re willing to listen to new ideas,” said Rothman, adding demand for healthcare staffing continues to rise and the venture is paying off. The slow-down in commercial real estate has forced M. David Paul to lay off some folks on the construction side of business, said Rothman. Regardless, the firm has not changed its overall benefits package. After two full years of working for M. David Paul, employees are entered into an annual drawing for a one week all expenses paid trip to a foreign country. The longer the term of employment, the more drawing entries he/she is given. The company matches 4 percent of the first 10 percent of 401(k) contributions and offers HMO and PPO health plans at no cost to employees. An IBA plan allows employees to contribute pre-tax to medical, disability, group term life, dependant care, and accidental death insurance. And each employee receives an average of 30 hours of training and development per year. Eric Billingsley 5 – Alpert, Barr & Grant APLC Local Employees: 19 Lee Kanon Alpert, President At the Encino-based law firm Alpert, Barr & Grant, employee longevity is a point of pride attributed to a culture where everyone operates as a united front, everyone is important, and everyone is equal. “There’s a closeness here I think you don’t get at other places,” said Office Manager Donna Difronzo, who has been with the firm 21 years. “Here you are an equal, they don’t treat you any less or any better, we’re all a part of a team.” More than half of the firm’s 19 employees have been with the company for 19 years or longer, she said. “Here they make you feel so comfortable; they treat you like family as opposed to a number.” And the partners, founder Lee Kanon Alpert, Gary L. Barr and Adam Grant recognize it’s a two-way street. “They take care of us and we take care of them,” Difronzo added. In her 20 years with the firm she said she’s had the flexibility and time to raise her four children well, while keeping a healthy work and life balance. Difronzo remembers flowers and visits from colleagues and the firm’s partners at the hospital when each of her children was born. The collegial nature of the company is reflected in good times and bad. Recently, when Alpert’s mother passed away, the entire office shut down and rallied behind him in a show of support. “The partners want all their employees to be happy, they go the extra mile for us and we in turn are very loyal and dedicated to the firm and are willing to work even harder and longer for them,” said Heather Edwards, an Executive Legal Assistant. “I’ve been with the firm for 9 years and I feel they care about me as an employee, that I’m well taken care of. They give me the time off that I need. My boss makes sure that I’m happy,” she said. The nurturing work culture built on mutual respect and admiration, has led to a “family like” environment, she said. Many of the firm’s employees and their families get together for quarterly social gatherings outside the office, which they refer to as “happy hours” The company also pays 100 percent of all medical and life insurance costs for all employees another advantage of working for the firm. Andrea Alegria 6 – Parker Brown Inc Local Employees: 32 Scott Brown and John Parker, Co-founders It’s the fun, comfortable and friendly atmosphere that makes employee Natassia Nazario love her job at construction company Parker Brown. “Sometimes I don’t feel like it’s work because it’s really fun. It’s a pleasure to be here every day,” she said. At the full service General Contracting Company in Canoga Park that specializes in ground-up and tenant improvements for commercial buildings, a casual, upbeat tempo is set by the founders John Parker and Scott Brown. “They set a very good example. They’re very personable and friendly, and you feel very comfortable talking to them about anything,” said Office Manager Debbie Osmena. Their caring character is evident in the way they are quick to lend an ear and help employees out during difficult times, she said, adding that they are understanding and flexible when allowing personal time off. Construction workers and office staff are all united by camaraderie and team members returning from a work site feel comfortable hanging out with each other in a back room at the office. The company of 32 employees also knows how to have fun outside the office. From bowling nights to fishing trips and a recent BBQ at one of the founders’ house, the group frequently socializes, building on an already prevalent team spirit. Random games of basketball and poker nights also spontaneously come together regularly. “On Fridays they take us out to lunch a lot, to restaurants in the area,” said Nazario, who works in marketing and development. The company’s guiding goal to infuse a ‘wow factor’ into all the work they do, has helped set them apart for the quickness and quality of their work and is also present in the work atmosphere, employees said. “The company will also pay for employees to attend certain classes that relate to their work, and for us to attend seminars and things like that,” Nazario said. Andrea Alegria 7 – Cal Net Technology Group Local Employees: 46 Zack Schuler, President/CEO Zach Schuler describes the atmosphere at information technology consultancy firm Cal Net Technology as entrepreneurial, one that ties compensation with performance. Schuler also describes the atmosphere as where the staff is like family. “Just about everyone in the team is close within our offices,” said Schuler, the president and chief executive. “It is a relaxed atmosphere.” Cal Net provides two different types of consulting services, those for companies with an in-house information technology department and those without. The services are customized to meet business needs yet remain flexible. Because the engineering and technical management staff working in the field visits so many different clients their jobs never become dull, Schuler said. “For most people that keeps it challenging and exciting,” Schuler said. Cal Net has a low turnover among its 47 employees, having lost only six in the most recent fiscal year. Benefits include medical coverage split between the company and the employee, and company-paid dental and vision coverage. Bonuses paid to employees are based on company performance and employee performance and are paid on an annual basis for the proceeding year. Employees are recognized with various awards, such as Team Player, for that person who goes above and beyond helping co-workers; Customer Service Award, for that person who daily provides excellent service; and the Technical Superiority Award, for that person who has a way of dealing with obscure technical issues and resolves them quickly. Mark R. Madler 8 – gish SEIDEN Local employees: 24 Maureen O’Gara-Adford, Managing Partner At accounting firm Gish SEIDEN, the managing partners do not separate themselves from the staff doing support work. While in some firms the partners hide away in their corner offices with the door closed it is the exact opposite at the Woodland Hills offices of Gish SEIDEN. “It is like the partners are intertwined with the staff and it is an open door policy,” said Marc Glantz, the chief operating officer. A work environment where all the employees feel special creates a sense of teamwork that is found to be enjoyable. The team approach means that employees are not obligated to know everything. This has led the firm to change how it evaluates and reviews employees, recognizing that hard work is not measured just by how many hours are put in but by how work gets delegated and how well the employees work as a team, Glantz said. Gish SEIDEN takes seriously the health of its employees through a wellness program promoting fitness and weight loss, with a “biggest loser” contest taking place several times a year. The company pays for full coverage of medical expenses and reimburses up to $500 for dental and vision care. The company offers telecommuting and remote access when approved by management. A flex time schedule allows employees to start anytime between 7:30 a.m. and 9:30 a.m. as long as they work eight hours. This helps when an employee has family obligations, medical appointments or an emergency to take care of. “It’s one of the most popular benefits,” Glantz said. Monthly staff meetings include a catered lunch and a drawing for gift cards. Special events will take place following the completion of tax season. One year the company paid for a weekend in Las Vegas for the employees and spouses. When a staff accountant becomes a Certified Public Accountant they receive a special gift. Continuing education is highly prized at the firm with tuition reimbursement for professional staff for pre-approved education programs. If an employee doesn’t like the challenge of learning then they do not belong at the firm, Glantz said. “That feeling of being challenged gets people going,” Glantz said. Mark R. Madler 9 -SingerLewak Local Employees: 26 Sally Aubury, Partner in Charge There are so many channels of communication, forms of recognition, and means of providing input and feedback at the Woodland Hills office of accounting firm SingerLewak that even long-time employees say they can lose track. “There are a lot of ways to be heard and also get feedback from your peers and even from the partners here,” said office administrator, Kate Barsha. “We have an environment that is very approachable, at all levels, and there are some really creative ways to communicate.” Two of the most inventive devices for employee interaction may be the buddy group program at SingerLewak, as well as the firm’s resource team system. Buddy groups are weekly meetings during which each of SingerLewak’s partners meets with select members of the company’s various teams in order to find out how (and what) all of the team’ members are doing both in their professional and personal lives. “It’s a substantive way for the firm to be involved with employees at a deeper level than you might find at other companies,” said Lior Temkin, CPA, who is a senior manager in the SingerLewak Tax Department. Buddy groups complement another weekly routine that is emblematic of the deep-well relationship culture the firm claims to have. Partners take an individual employee to lunch; discuss his or her life outside of the office, as well as interests and anything else he or she wants to talk about. After the one-on-one meeting, the employee receives a book related to an interest that was shared. Asked how mangers avert crossing the line between engagement and nosiness, Temkin said that line is never crossed. “It’s just common sense,” he said. “You know what’s appropriate and what’s not, and there’s no pressure or desire on the part of the firm to cross over into the gray areas of what’s appropriate, much less into the totally inappropriate. According to Temkin, the firm’s culture is like a family. “We believe we’re like a family, and we respect our employees’ privacy as much as we are genuinely interested in them as people.” With that balance in mind and reiterating the “family” theme, Shashi Mirpuri, tax manager in the Woodland Hills office, told the Business Journal about how the firm’s resource teams work. “They are basically little families within a department,” he said. “Every new employee gets assigned to a resource team when they’re hired.” Aspects of the resource teams include mentoring, coaching, education, and the building of friendships. According to marketing director, Ronit Koren, one of the most important responsibilities that every employee who has subordinates must meet is that of “pulling up” those who report to them by supporting and encouraging their professional development and personal growth. “It’s hard to overstate how much we value the talent and potential of each and every employee,” she said. “Unlocking and cultivating those resources is paramount to our success as a firm.” Another,and according to Koren, perhaps the singularly most constructive,internal communication program at SingerLewak is one known as “Lunches with Kraj,” named for Managing Partner David Krajanowski. Four times per year, the company holds a lunchtime conference at a centrally located venue (often at a hotel in the city of Downey), so employees from all of SingerLewak’s Southern California offices from San Diego to Woodland Hills get a chance to come together and speak with the company’s CEO. Thom Senzee 10 – Nemecek & Cole Local Employees: 40 Jonathan B. Cole, Managing Partner Weekly manicures and massages, as well as mainstay benefits such as health coverage, plus flexible time off and work schedules made Nemecek & Cole, Attorneys at Law a strong competitor in the San Fernando Valley’s Best Places to Work, 2009. “We care about our employees,” said Barbara Cole, firm administrator. “We think there’s more to life than work, and we try to create a flexible environment so they can be with their family at important times.” Cole points to the fact that out of 40 employees, four have been with the 25-year-old firm for more than 20 years. Four more have been at Nemecek and Cole for more than 10 years. Cole is certain the reason the company enjoys low turnover has to do with a high quality of life she says is available to the firm’s workers. “We’re also big on out-of-office recreational activities,” she said. “Our company events include some pretty nice outings. In fact, we’re going to see Spamalot at the Ahmanson.” Cole told the Business Journal most of the firm’s outside activities include invitations to employees’ family members. But, according to Cole, it’s the firm’s work-schedule policies that usually please her employees more than any other singular benefit. “We don’t call it ‘flex time,'” she said. “It’s ‘our own time.” The firm’s hourly support staff work a 7.5 hour day. “That offers them a bit of flexibility by giving them an extra half hour for appointments. And, they can stack that time if they need to use it for one appointment during the work week, so they don’t have to take vacation time.” Attorneys at the firm can design their own work schedules as long as minimum billable hours are met. In addition to those benefits, Nemecek & Cole provides employees with medical, dental, long-term disability, and vision care. Employees also enjoy monthly office lunches, holiday parties, observance of Professional Assistants’ Day, six sick days off per year and up to three weeks of paid vacation. “We have a 401(k), which we pay the lion’s share of,” said Cole. “And we give very special little presents for employees who reach five-year milestones.” Thom Senzee 11 – E-Poll Market Research Local Employees: 25 Gerry Philpott, President/CEO At the core of what employees describe as a fun work atmosphere at E-Poll Market Research, is a unifying passion for the entertainment industry that is fostered and cultivated by the company’s management team. Headquartered in Encino, E-Poll Market Research offers a full range of research products that allow access to celebrity, brand, program-tracking and consumer profile data. One of their products called E-Score measures celebrity equity. The company also works consultatively for a number of clients, offering custom market research and identifying trends. “What we do is fun because we are passionate about what we do, and we continue to develop and nurture that passion here,” said Michelle Waxman, Senior Vice President of Corporate Development. The company promotes employees interests by encouraging them to consume entertainment products and keep on top of new television shows and video games, among other things. As a way to expose employees to new trends and products, Nintendo Wii and PS3 Blue Ray consoles were brought to the office when they were first introduced in the market. Employees are encouraged to try out new video games at the office as they come out. Enthusiasm for the industry yields an exciting work environment, according to employees. “Every day is new,” said Waxman. “And from a business development standpoint, the sky is the limit in terms of who can benefit from our products and services and that is a fun position to be in. It makes everything refreshing and exciting.” Andrea Alegria 12 – Stubbs Alderton & Markiles LLP Local Employees: 25 Scott Alderton, Managing Partner A corporate, securities and intellectual property law firm, Stubbs Alderton & Markiles represents emerging growth and technology companies, middle market public companies, large tech companies, investors, private equity funds, investment bankers and underwriters, and clients in the entertainment industry. Prior to launching the Sherman Oaks-based firm, many of the partners worked at the same large law firm. In forming the new practice, which has 25 employees, they made it a priority to develop a different culture than that of the typical mid-sized firm. Casual dress was first on the agenda. “Our ‘motto’ is that although we dress casually, we do not work casually and everyone is respectful of that ideal,” said the company. Next, a friendly environment replaced hierarchy. And the firm has a wide-open door policy. “I’ve worked here for about one year and it’s just unique,” said Kirstin Choi, a paralegal. “The environment is friendly and casual even though we’re extraordinarily busy. Everybody is adjusted enough to handle it humanely. The company does care.” The company offers an extensive benefits package. Attorneys are eligible to receive a profit distribution in the event the firm exceeds 80% of its projected profitability. Additional merit bonuses are awarded based upon work quality, billable hours, client development and other contributions. Each employee receives a year-end gift (e.g. an iPhone), and attorneys may work from home via laptop computer. The firm pays for 100 percent of employees’ medical, dental, long term care and life insurance. It also offers a Health Savings Account and contributes $500 annually to the HSA if employees select the coverage. Good food is another priority. Stubbs Alderton & Markiles provides a free catered hot lunch every day for all employees plus a fully stocked kitchen for breakfast and daily snacks. It also provides a Starbucks fresh brew coffee machine. “It’s probably the best place I’ve worked as far as the work/life balance and the office dynamics,” said Heidi Rosane, legal assistant and marketing coordinator. “It has a family first attitude and is a low-stress environment.” Giving is also important. The firm donates office furniture and extra office supplies to the Exceptional Children’s Foundation. At holiday time, it purchases artwork from the foundation to use on its holiday card. And it makes memorial donations on behalf of employee’s family members to a variety of organizations. Eric Billingsley 13 – King, King, Alleman & Jensen Local Employees: 23 Dennis V. King, President Although not a restaurant or luxury hotel, at the accounting firm King, King, Alleman & Jensen, “five star service” is the standard. A company philosophy and training program, the “5 Star” concept exemplifies the organization’s culture of respect, according to employees. It requires that all 23 employees at the firm view the people they work with, as well as their clients, as though they were customers in a five star establishment, urging them to constantly grant them the respect, courtesy and consideration that defines such a service. The resulting work environment is both comfortable and open. “You don’t walk around here feeling like you’re walking on eggshells,” said Manager Sandie Snetiker, who has worked with the company for more than seven years. “Here, there’s camaraderie. We all work together. There might be a chain of command, but if somebody needs help, we all help.” At the Burbank- based firm, among the largest in the San Fernando Valley, an open door policy also sets the tone for good communication. Leadership training and recognition programs also contribute to this company’s high retention of employees. “It’s a home away from home where everybody knows everybody,” said Firm Administrator Dorothy Dunn, who has been with the company 20 years. Such collegial bonds are reinforced through the company’s “fun nights” which happen twice a year. In the past, employees and their families have attended theater productions at the Pantages Theater, El Capitan Theater and Glendale Center Theater. They have taken trips to The Magic Castle in Hollywood, gone for an evening dinner cruise, and have been on a neon bus tour of Hollywood. Also twice a year, after the busy tax seasons in March and October employees each enjoy 15 minutes of daily relaxation with massage chairs and massage professionals that are brought into the company’s conference room, which also doubles as a library. Additional perks also stem from the firm’s commitment to keep up with technology. Employees can have the flexibility to telecommute when convenient, and in many cases have seen their productivity increase along with the freedom to work outside the office. Andrea Alegria 14 – California Home Builders A Division of Evenhaim Industries Local Employees: 18 Shawn Evenhaim, President Canoga Park-based builder/developer, California Home Builders, specializes in the construction of new custom homes and rental units and infill projects. The company is not 100 percent “green,” but designs all of its projects with energy efficiency in-mind. With 18 employees, CHB prides itself on having a company culture where everybody is friendly with one another, like a family. There’s “No barrier, open communication between everyone,” it said, and it has a luxurious office to work in. “Our company focuses on hard work and dedication, but with such dedication comes great rewards,” said Andrea Wolff, controller. Employees are encouraged to take on leadership opportunities, and every quarter the company has fun days to focus on team building. It provides employees with an exercise gym and offers once-a-week yoga classes. All management and leaders attend training seminars. Other employees as well attend training seminars, industry conferences and shows. The company encourages participation in other organizations related to the company’s business. Giving back to the community is also one of California Home Builders’ core values. Employees receive two hours per month to volunteer or work at a charitable organization of their choice. “Shawn (the owner) and his wife Dorit are overall nice, sincere people and that motivates you to work hard for them and it makes you want to succeed,” said Natalie Bledsoe, assistant to the president/owner. Eric Billingsley