Increase benefits to help families in uncertain times
“Each year, our goal is to further improve the benefits for our team members,” said CEO Dan Burton.
In addition to adoption assistance and assisted fertility insurance, its staff members expressed appreciation for benefits such as three months paid maternity / paternity leave for new parents, insurance -life paid by the company which pays three times the amount of a staff member’s salary, and an education allowance of $ 10,000 per year for family members to obtain an undergraduate degree in death of a staff member.
“On five different occasions we have lost a team member and the impact on the family of not having to worry about their financial future for a number of years has been incredibly helpful,” said Burton. .
Support mental health
Family-friendly employers strive to support the mental health of their employees and families. HopeWest, a nonprofit that provides hospice, palliative care, and bereavement and loss counseling programs to residents of western Colorado, offers Doctor on Demand video care to employees and their dependents.
“If an employee or family member is anxious and needs counseling in the middle of the night, they can use this service to speak to a counselor or psychiatrist 24/7 without co-payment.” said Mary Wigington, vice president of Human Resources.
Health Catalyst employees have access to Tava Health, which pairs an individual with a therapist for ongoing mental health services via no-cost video or text messaging.
“This has been amazing for our team members and their families, and we have received great feedback from them,” said Linda Llewelyn, Director of Human Resources for Health Catalyst.
As the COVID-19 pandemic emerged in 2020, Memorial Healthcare has worked to increase employee awareness and access to its Community Service Program, which provides free online counseling, support groups, case management and other services for individuals and families at risk. .
“We have seen an increase in usage because the services are very efficient and confidential, so our employees feel safe to seek help,” Vargas said. “COVID really sent us into a whirlwind, like all other employers, but we leveraged internal resources to support our employees, and it was well received. “
Alleviate financial difficulties
HopeWest has shown its commitment to the families of employees by keeping them employed even though the pandemic has closed the agency’s restaurant and some other operations. The organization relies on hundreds of volunteers, many of whom have suspended their involvement in person during the COVID-19 shutdown, CEO Christy Whitney Borchard said.
“We lost a lot of free labor, but we had staff who couldn’t do their regular jobs, so we redeployed them so they could continue to have jobs,” she said. . “We had restaurant workers raking leaves, cleaning things up and answering the phones. “
Likewise, Health Catalyst did not want to add to the financial stress its employees suffered when their spouses or partners were made redundant during the pandemic. He therefore chose not to cut positions or hours of work.
“I hear from other companies that say it is not advisable to cross that line between family and work,”
Llewelyn said. “But we’ve found that it’s not only helpful for our team members, but it’s just imperative during those incredibly isolated times when they might all need a little support.”
Lola Butcher is a freelance writer based in Springfield, Mo.