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|Articles - March 2010|
|Thursday, February 25, 2010|
Page 3 of 3
Pittman & Brooks // No. 1 Small Company
Work hard, play hard. That sums up this small Portland CPA firm, where the current record is 103.1 hours worked in one week. Employees have 100% flextime during most of the year. But when tax season comes, it’s 50 hours a week in the office, minimum. For those three grueling months, the company provides massages, catered meals and dry cleaning, and leaves gifts on workers’ desks with a card: “This too shall pass.” There’s the “End of Tax Season Party” to look forward to, when employees and their families get together for rock climbing, basketball, dinner and the Tax Season Oscars.
Employees rave about the on-site daycare being open on Saturdays during tax season, and the new wellness program. Fitness, cooking and yoga classes are offered in the evenings and walking contests challenge employees to get fit. (The trough of junk food that usually fuels employees through April 15 may have to be rethought.)
“We understand how valuable our employees are. If they’re not here and happy and productive, nothing works,” says co-founder Randa Brooks. “Our goal is to make it as fun, friendly, happy, accommodating, flexible to work as possible so they can perform at their best. And that’s what they do.”
Northwest Newborn Specialists // No. 2 Small Company
The employees of Portland’s Northwest Newborn Specialists all admit that providing medical care to ill and premature babies can be stressful and have an emotional toll. Part of what diffuses that stress, say employees, is a culture of learning and respect fostered by administrative staff and co-workers.
Being encouraged to pursue individual growth and professionalism — such as attending conferences or authoring research papers — also buoys employees. “It’s a supportive environment,” says physician Valerie Newman. “In medicine, it really can be the opposite.” Practical rewards are also reaped: health insurance was increased by 10% last year when administration began receiving employee feedback that benefits needed improvement.
Physicians also don’t have to work the usual 9 to 5, five days a week (or more). “We individualize the amount of work,” says chief financial and administrative officer Cheryl Hughes Gaulke. “You can be less than fulltime, or you can even be more than fulltime.”
The flexibility allows employees to balance work with private life. One employee recently took a three-and-a-half-week vacation to visit a family member outside the country. “The whole team pitched in to make that happen,” Hughes Gaulke says.
Stamp-Connection // No. 3 Small Company
Stamp-Connection owner John Clark is proud that his stamp manufacturing business can take orders as late as 3 in the afternoon and still ship the next morning. His top priority, however, is his employees. “They are the key to growth,” Clark says.
None of Gresham-based Stamp-Connection’s 15 employees were laid off during the recession, and no benefits were cut. Employees can count on a guaranteed 3% cost of living increase in April, and a merit-based raise ranging from 3% to 10% in October. That raise is based on an employee evaluation discussed one-on-one between Clark and each employee.
“We…make sure there are no misunderstandings,” Clark says. “We’re all on the same page here.” “No one’s on a totem pole,” says Jon Morse, a typesetter.
Employees make analogies to family when describing the camaraderie and tension-free work environment. Everyone plays on a softball team, belong to the Eagles Lodge and is free to bring their dogs or children to work. A group including Clark is looking forward to quitting smoking together and providing a work-based support group.
“There’s no person here who doesn’t like another person,” says office manager Serene Brown.
Wednesday, August 19, 2015
BY KIM MOORE
A conversation with Chris Maples, president of the Oregon Institute of Technology.
Wednesday, August 19, 2015
BY AMY MILSHTEIN
Training, from the mundane to the sublime, bolsters companies and workers in an uncertain world.
Tuesday, July 14, 2015
The Big One serves as an allegory for Portland, a city that earns plaudits for lifestyle and amenities but whose infrastructure is, literally, crumbling.
Wednesday, August 19, 2015
BY CHRIS NOBLE
Oregon is home to an abundance of gritty warehouses reborn as trendy office spaces, as well as crafty hipsters turned entrepreneurs. Does the combination yield an equally bounteous office products sector? Not so much. Occupying the limited desk jockey space are Field Notes, a spinoff of Portland’s Draplin Design Company, and Schuttenworks, known for whittling Apple device stands. For a full complement of keyboard trays, docking stations and mouse pads, check out the GroveMade line, guaranteed to boost the cachet of even the lowliest cubicle drone.
Monday, July 13, 2015
BY JACOB PALMER
Dean of the Atkinson Graduate School of Management, Willamette University
Friday, July 10, 2015
BY GREGG MORRIS
Rita Hansen aims to scale natural gas vehicle innovation.
Monday, August 03, 2015
BY JASON E. KAPLAN | STAFF PHOTOGRAPHER
You may have noticed the photos of our rural health innovators departed from the typical Oregon Business aesthetic.
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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.