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|Wednesday, March 01, 2006|
Presenting the Best
What makes a winner? To find out, just look to Weston Dealerships and U.S.Cellular, the small and large companies that took the top spot in this year’s 100 Best Companies to Work for in Oregon. They got there by providing excellent benefits, a worker-oriented culture and myriad ways to learn and grow. The rankings of these No. 1 companies and the rest of the Best were determined through confidential employee surveys and a benefits report completed by a company representative.
100 Best facts and figures for 2006:
Who participated in the survey
Roughly 40% of employees surveyed identified themselves as non-supervisory, while only 2.7% were senior execs or owners. At small companies though, bosses held larger sway, 6.5% of those surveyed.
“High school” or “other” is the
As reported in the benefits survey, 32% of senior managers are women, compared to 64% of employee survey participants. About 90% of employees said they were white, compared to 87% of senior management.
The perks: Everybody loves ’em
What have you done for me lately?
Wellness is now the hot benefit. It’s a no-brainer for employers trying to head off larger health care costs down the road and competing for workers in the LOHAS (Life of Health and Sustainability) demographic, as marketers term those people who value physical fitness and environmental ethics.
Industry, region and ownership
Service industries lead the charge of companies making the list this year: Banks, credit unions and other financial companies are the biggest group on the list, followed by staffing firms.
Training for the future
As employers ready for baby boomer retirements by training the next generation of managers and skilled workers, it’s not only large companies that are getting innovative about education. The company “university” is a popular trend among big companies. Small outfits are bringing the university to the office. Cascade Employers Association in Salem brings in faculty from Willamette University’s Atkinson School of Business for a mini-MBA program. At Cintas, employees with initiative at any level of the organization can take online training that prepares them to move up in the company.
More companies are opting for paid time-off plans vs. traditional vacation/sick leave. Among the most liberal with time off is Performance Health Technology in Salem, which offers a total of five weeks for beginning employees. Point B Solutions allows employees to work as much as they want, bill for their hours and take time off as they please. About half of the companies on the list offer sabbaticals. Autodesk in Tualatin gives six weeks off every four years.
Monday, July 13, 2015
BY KIM MOORE | PHOTOS BY JASON E. KAPLAN
A New York floral and gift business takes on the iconic Harry & David brand.
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Friday, July 10, 2015
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The false promise of economic impact statements.
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Live, Work, Play wit the CEO of Ruby Receptionists.
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Can the brave new world of neurotechnology help an OHSU surgeon find a cure for obesity?
Wednesday, August 05, 2015
BY KEN MAES
A huge migration from Northern California has contributed to average 16% growth per year since 1990.
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Yesterday, a divided National Labor Relations Board dropped another hammer on the employer community. In a long-awaited and much debated move, the Board jettisoned the decades old standard for determining when two independent businesses should be considered joint employers of an individual worker for collective bargaining purposes.
Transforming the culture of Oregon’s educational leadership.
The Board dismissed a petition related to efforts to unionize the Northwestern University football team.
Oregon Sick Leave is here, and changes to the federal white-collar worker regulations are on the way. This workshop will prepare you for both. We invite you to participate in an interactive discussion on how to start planning now for the future impact on your operations and finances.
Presented by OEN + CENTRL + YESpdx.
This Roundtable will cover numerous issues under the employer "shared responsibility" rules of the Affordable Care Act, including how to track the "full-time" status of variable-hour employees, temporary or seasonal employees, and employees who experience a change in status or a break in service. Additionally, we will provide a brief overview of Code sections 6055 and 6056, which require most mid-sized and large employers to submit their first information reports to the IRS in early 2016 regarding the health insurance coverage being offered to employees. We invite you to participate in an interactive discussion on how to prepare for the future impact of the shared responsibility rules on your operations and finances.