As a session titled “Unlimited Time Off and the Leading Work/Life Benefits of Silicon Valley” reminded those attending this year’s Health & Benefits Leadership Conference, high-tech employers are innovating in areas well beyond technology.
Indeed, representatives from Adobe, Yahoo! and CA Technologies each detailed a wide range of work/life programs aimed at providing employees with greater flexibility and making their organizations more attractive places to work.
Lauren Vela, a senior director of member services at the Pacific Business Group on Health and the moderator of session, pointed out that bringing work/life balance to a high stressed, high-achieving population isn’t always an easy feat.
But that said, it’s clearly something companies such as Adobe, Yahoo! and CA Technologies take very seriously.
“In looking at our population,” explained Luz Garcia, senior Americas benefits specialist for San Jose, Calif.-based Adobe Systems, “people were not taking time-off. They were adding huge balances to their PTO accounts,” something that wasn’t in the spirit of Abode’s time-off program.
“We wanted people to take the time-off for rest and relaxation,” she said.
In response, Garcia said, Adobe revisited its program and implemented an unlimited time-off program.
Adobe’s policy states …
“… exempt U.S. employees will be paid their regular base salary at all times while they are actively employed by Adobe (including while on Adobe holidays and during Company break periods); the only time they will not receive their base salary will be during periods when they are on a leave of absence or are taking Sick Time Off, at which time they will be subject to the compensation and benefits provisions of the applicable Adobe leave of absence policy or the Sick Time Off provision below.”
Adobe, Garcia said, also enhanced its sabbatical program in 2009 with a tiered approach— so that after five years of service employees were entitled to four fully paid weeks off; after four weeks, five fully paid weeks off; and after 15 years, six fully paid weeks off.
Garcia noted that the changes helped reinforce the fact that “we value people taking time-off to decompress.”
Adobe also has instituted summer breaks. “We always had a winter break, where we shut down the last week of December. But now, with the summer break, we shut down the week of July 4,” she said.
CA Technologies’ Vice President of Global Benefits Lisa Mars, meanwhile, shared CA’s efforts in onsite day-care.
CA, with facilities in Silicon Valley, launched its first onsite Children’s Center in 1992 at its corporate headquarters in New York, Mars said. Since then, it rolled out centers in all of its large offices. “These sites have programs for children from six weeks of age to six years [and] teachers who we train … who are very highly skilled,” she said.
“It’s emerged as a wonderful influence on our culture,” Mars told attendees. “We have a very family friendly culture.”
CA also regularly holds onsite events, such as a “spring fling” (one was being held as Mars was speaking), where all of the families with children in the center, as well as other employees with children, are able to participate. (The events includes ponies, a petting zoo, kites and games.)
“It just nice to see people step back from all of that stress,” Mars said.
Mars noted she’s been required to do a lot of CEO education over the years, as new CEOs have joined CA and want to know “why we’re spending money” on these programs. “I have to explain to them [that it’s not just about] dollars and sense,” she said. “We have to look at it as something you can’t really apply a dollar value to, but it still brings the organization value.
“We’ve done studies that show that the retention levels of people who bring children to our programs are really much higher than those who don’t,” she added.
At Yahoo!, meanwhile, the goal of its various work/life programs is to not only make the firm a great place to work, but also to draw in “the best of the best.”
One of the areas the Sunnyvale, Calif.-based Yahoo! has focused on is extending paid leave of new mothers and fathers, explained Joe Gracy, director of global benefits for Yahoo! “If you had a baby, adopt a child, provide foster care placement, you get eight [fully paid] weeks off. Birth mothers get an additional eight weeks [fully paid] as a part of their disability leave.”
Management, Gracy said, also wanted to make the experience fun for those new parents by introducing new-child gift baskets that included a diaper bag, toys and more.
All of the initiatives are aimed at “making the employee feel valued and engaged,” Gracy said.
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