Employees Could Reap New Benefits from Changing Workplaces: Top Workplaces 2022
CLEVELAND, Ohio – The jobs are out there. But for businesses trying to fill them, it’s no longer as simple as posting a “help wanted” sign.
A pay raise might not be enough either. In the age of the “big quit”, companies are challenged to increase their benefits to attract and retain workers.
For the list of the best places to work 2022, cleveland.com and the Plain Dealer compiled 220 Notable Northeast Ohio Employers based on employee surveys. This year, we focused on employee retention. Find the full list and stories of the top three winners in each category at cleveland.com/top-workplaces.
It’s a challenge that Leaf Home is trying to meet, according to Sean Loboda, the company’s director of human resources.
“The needs and wants of people in the labor market change every day, but have transformed dramatically over the past two or three years,” says Loboda. “At Leaf, we are constantly evaluating all of the benefits we offer and thinking of new ways to continue to meet and support the needs and desires of current employees and candidates.”
At Leaf Home, a Hudson-based home solutions company that ranked No. 14 on the list of big companies for Top Workplaces, a popular perk is free health care, which is offered to full-time workers. full after 30 days of employment. But also popular are an online discount marketplace, a 10% discount on childcare, a gym rebate program, and a 7% discount on commuting to and from the office when on vacation. use of Uber.
Pet insurance is perhaps one of the most unique benefits offered by a northeast Ohio company. All Embrace employees receive $75 for a pet insurance policy, says Sara Radak, chief of staff at Embrace. This is in addition to traditional benefits such as health care, a 401(k) with employer contributions and annual and/or performance-based bonus opportunities, and a flexible PTO policy.
“It’s a candidate market and they’re looking for solid, out-of-the-box benefits offerings,” Radak says. “You need to have a unique and attractive set of benefits to stand out in today’s climate.”
Christa Firsdon, director of human resources at Ohioans Home Healthcare Inc., a skilled nursing company that ranked 11th among midsize companies, says her company regularly evaluates its benefits package. These benefits include access to three major medical plans, critical illness insurance, company cars and an annual clothing allowance.
“We believe that benefits are very important to our employees and we want to ensure that we provide them with comprehensive benefits,” says Firsdon. “I think it helps retain employees.”
One benefit that is growing in popularity among companies in the United States is fertility benefits, which could include egg freezing, in vitro fertilization (IVF), and surrogacy. According to CNBC, 42% of large employers (over 20,000 workers) in the United States provide coverage for IVF treatment. About 27% of small businesses (more than 500 workers) offered IVF treatment.
“It’s something we’re becoming more and more aware of,” says Leaf Home’s Loboda. “We recently enhanced our benefits package to include four weeks of paid parental leave for all employees. Although we don’t offer any type of fertility benefits yet, this is something we would like to consider offering in the future.
“Work/life balance is extremely important and we will continue to make a conscious effort to make it a priority.”
Firsdon says Ohioans pay for all staff to have short-term disabilities and the FSA is provided to help with major expenses.
“Over the past few years, we’ve had to make more adjustments to our employee assistance programs,” says Firsdon. “We are constantly adapting to our times. When COVID hit, we saw an increase in demand for mental health. We believe in providing our employees with the tools they need to succeed.
Radak says Embrace is in the process of updating its maternity, paternity and parental leave.
“We regularly review our benefits and compensation to make sure we’re not just keeping up with the market, but exceeding it,” Radak says. “We want to provide not just competitive advantages, but a culture where team members feel like they can be themselves, where they find connection and camaraderie. If you want to be competitive, your company must offer more than just a “job”.