Employee Well-Being

Employee Well-Being

We are committed to helping our employees and their families be healthy and stay safe. Only when our employees feel their best, in all aspects of their lives, can they perform at their highest level.

We believe that well-being is more than physical health and the absence of disease; a holistic well-being model includes physical, emotional, financial and safety; and we understand that these components are highly interdependent.

As part of our commitment to becoming a leader in employee health and well-being, we brought together our health and wellness offerings under one brand called LIVE IT. More than just a program, LIVE IT serves as a call to action for employees to take control of their health and live their best lives.

Our LIVE IT continuum of well-being includes four pillars: PREVENT IT, BALANCE IT, MOVE IT and FUEL IT. We promote offerings within each of these areas to engage and enhance the lives of our employees.

LIVE IT was launched in the United States in 2011 and now is available in over 40 countries, reaching approximately 78 percent of our global workforce.

Our goal is to have LIVE IT reach over 90 percent of our global workforce by 2019.

In 2017, we were recognized for our efforts in employee well-being by several national and global organizations including:

  • The National Business Group on Health’s Best Employers for Healthy Lifestyles® Award (Gold recognition)
  • The Global Business Group on Health’s Global Distinction Award
  • The American Heart Association’s Workplace Health Achievement Index (Silver recognition)

Total Rewards

We recognize that our employees are critical to our mission to contribute to the health and well-being of people around the world.

One way in which we recognize their importance is to provide a valuable suite of compensation and benefit programs as well as resources to support our employees’ professional achievement and personal well-being. Together, we call these “Total Rewards.”

Total Rewards include compensation and financial rewards, health and insurance benefits, opportunities for employees to develop their skills and grow their careers, and programs that help meet the demands of managing employees’ professional and personal well-being. Our philosophy behind these programs is rooted in maintaining our competitive position in the market while providing a comprehensive and valuable package of rewards to attract and retain a talented and diverse workforce.

myTotalRewards is an online personalized resource that provides U.S. employees with a simple, consolidated view of their total compensation and financial rewards at our company. For most active employees (certain groups are excluded, such as those that are subject to collective bargaining), myTotalRewards contains the following detailed information:

Money: Annual pay, cash incentives and our company’s estimated contribution to pension, 401(k), insurance, and other benefits

Health: The value of the key health benefits in which an employee participates, including medical, dental and vision coverage

Retirement & Long-Term Incentives: Retirement benefits and long-term incentives—and how they’ve performed over time

Other Rewards: Other benefits available, such as educational assistance, K–12 educational guidance and financial planning

For employees subject to collective bargaining obligations within and outside of the U.S., we comply with any and all applicable contractual and legal obligations in providing information to employees.


Our compensation programs are designed using a pay-for-performance approach to recognize and reward employees for their accomplishments and the value they bring to the company. The programs target different aspects of individual and company performance and are monitored to ensure that they are competitive with those of other companies—and appropriate for the markets in which we compete for talent.

Competitive Base Pay: Individual base pay based on job, market-aligned pay range, relevant experience, skill level, breadth of responsibility and proficiency

Short-Term Incentives: Cash award programs to reward employees on the basis of company and/or individual performance versus objectives

Long-Term Incentives: A future-oriented program that rewards the demonstration of individual performance, leadership and potential (based on defined skills and  sustained performance) through stock-based incentives

Recognition Awards: Programs designed to acknowledge employee service milestones and to reward the significant contributions of individuals and teams


Our company’s health and well-being, retirement and insurance programs draw from best practices to ensure quality, competitive value, protection from significant financial hardship and access to tools and resources to support employees and their family members at all life stages.

In the U.S., we generally offer health, life, disability and business travel insurance as well as retirement income benefits to all employees, including part-time employees. Employees also can opt to contribute to tax-free Flexible Spending Accounts for reimbursement for certain health spending and/or dependent-care costs.

Outside the U.S., while benefits may vary by region and country, we offer health insurance, life and injury insurance, disability insurance, retirement income benefits, and insurance for business travel. In addition, in many countries where legally permitted, including the U.S., we extend health care and various insurance benefits to employees’ domestic partners and their partners’ eligible dependent children.

Worldwide, our company offers retirement benefits that are competitive with those of our peers and the general industry in each market we serve. In the U.S., for example, we offer a defined benefit pension plan, as well as a 401(k) plan with company matching contributions. To assist in financial decision making, we offer all U.S. employees comprehensive financial education and guidance through Ernst & Young at no cost. And U.S.-based employees who are at least age 55 and those who have at least 10 years of service as of age 40 (for certain employees, service before age 40 also counts) are eligible for subsidized medical benefits at retirement. Outside the U.S., we have more than 80 pension plans (including defined benefit, cash balance, and defined contribution plans) in over 40 countries. These plans often supplement government-sponsored social security pension benefits to improve employees’ financial security through added retirement income.

For employees who are traveling between sites or otherwise traveling on company business, we offer business travel accident insurance, a global medical benefits abroad policy and emergency travel assistance.


Offering on-site services that support an inviting work environment where employees can thrive is another component of our company’s Total Rewards proposition.

At the majority of company sites, including the company headquarters in Kenilworth, New Jersey, U.S., employees have the option of making an appointment to see a health care professional on site for such services as immunizations, biometric screenings, and treatment for minor aches and pains. The vast majority of sites globally are tobacco-free, and many encourage healthy behaviors by having on-site fitness centers, walking trails and well-lit stairways.

At many of our sites, we also offer services such as cafeterias, child care, dry cleaning, automobile services, and other amenities. In the U.S., our employees have the option of banking through our company’s Employees Federal Credit Union, which offers competitive interest rates on savings accounts and lending.

For those who need flexibility, our company offers a global Flexible Work Arrangement policy that allows employees to work remotely or on a different work schedule that best fits their needs.