Emotional and Social Well-Being

Emotional and Social Well-Being

Today’s professionals are interested not only in intellectually challenging work and the opportunity to contribute to company goals, but also in finding work environments that are amenable to personal life needs and to interests that support and enhance their emotional and social well-being.

With this in mind, we have developed comprehensive, innovative emotional and social support programs that meet the needs of our talent. We offer an environment intended to support employee engagement and team cohesiveness, which leads to reduced absenteeism and increased productivity.

We have instituted a broad array of programs to appeal to employees at all stages of life.

Global Flexible Work Arrangements

We believe flexible work arrangements offer a different way of working, and have the potential to enhance employees’ commitment to the company, increase productivity and make employee teams more competitive. The company has had a flexible work arrangement policy globally since 2008.

In developing our global flexible work arrangement policy, we’ve challenged traditional assumptions about where and how work can and must be done. Flexibility reflects our belief that job effectiveness is determined by employee performance and results, not by the number of hours one is seen in the office. What is produced or accomplished is more important than when or where the work is done.

Employees and managers work together to assess the opportunities and challenges of a proposed arrangement. While the overall process should be collaborative, managers are accountable for making the final decision in light of business requirements, recognizing that some positions may not lend themselves to a flexible work arrangement. All regular full- or part-time employees are eligible to apply for a flexible work arrangement, which includes:

Part-Time Work: Employees’ workloads and hours are reduced to less than the standard workweek requirements, along with commensurate reduction in benefits and compensation.

Job Sharing: Two employees on reduced schedules and workloads share the overlapping responsibilities of one full-time position; benefits and compensation are reduced accordingly.

Flextime: Employees with full-time job responsibilities modify the start time and quit time of a standard day while being present for departmentally established “core hours” (hours of mandatory attendance), if any.

Compressed Workweeks: Employees compress full-time job responsibilities into fewer than five days per week or 10 days per two weeks.

Telework: Employees fulfill full-time job responsibilities up to several days a week at sites other than their primary location—usually their home or a satellite office.

Remote Work: Employees fulfill full-time job responsibilities working primarily as home-based or mobile employees, with limited presence in a regular company facility.

Summer Hours: The Summer Hours program offers U.S. employees an additional resource in our flexible work schedule portfolio. Specifically, eligible employees are able to work nine-hour days Monday through Thursday, and the final four hours on Friday.

Other: Other options, including hybrid arrangements, seasonal work, and project-based approaches, may also make business sense. Employees and managers are encouraged to consider and pilot other alternatives.

Resources for Living (Employee Assistance and Work-Life Services Program)

We recognize that our employees’ lives are busy—filled with priorities, commitments and tasks—and that when our employees are doing so much, any challenge—whether big or small, can create stress or disrupt life. Consequently, in early 2016, our company introduced “Resources for Living,” an employee assistance and work-life program that supports our employees and family members in all aspects of their lives. The introduction of this global program expanded support from 18 countries to all 80 countries where we have a presence.

The key services of Resources for Living (provided in local languages) include:

  • In-the-moment telephonic support for daily parenting questions, relationship challenges, work issues, and everyday stress
  • Professional counseling sessions for personal, family, or emotional issues (up to five telephonic, face-to-face, or video sessions [in the U.S. only] per person per issue)
  • Work-life services for everyday help with everyday needs, such as finding assisted living for aging parent(s) or locating a service provider for common household needs
  • Crisis support for unanticipated events

Resources for Living is available at no cost to all employees and their family members 24 hours a day, seven days a week, and is confidential except as required by law.

Social Connectedness

Connecting to others socially—both in and out of the office is an important component of well-being. Our company offers a variety of ways for our globally dispersed employees to connect. Our Sync news portal provides company news at the enterprise level and also offers the flexibility of local content in native languages. In addition, through divisional, functional and organizational communities, employees can join various online forums to collaborate with their colleagues, learn more about topics of interest to them, and gain insights from other employees.

Our 10 Employee Business Resource Groups (EBRGs) are foundational to building a diverse workforce for people of all backgrounds across race, gender, ethnicity, culture, age, disability, religion, gender identity, gender expression, and veteran status. More information about our EBRGs is available here.

Through our company’s Global Employee Volunteerism Policy, eligible employees are provided with an opportunity to take up to 40 hours of paid time off each year to engage in a variety of volunteer activities that support eligible nonprofit organizations. In 2016, to commemorate the 125th anniversary of the company, we set a goal to reach 125,000 volunteer employee hours. By the end of the year, we had far exceeded our goal, recording nearly 215,000 hours of volunteer activities worldwide. Learn more.

Thoughtful Communication with Employees and Managers
To ensure deep and broad-scale awareness of all our programs, our company uses a thoughtful, integrated communications approach to help all employees manage work-life integration. We provide training to managers in helping employees find new ways of working to achieve business goals, while supporting employees’ work-life effectiveness. In addition, we use internal communications, employee networking events, mentoring and leadership-development forums to maintain high levels of employee morale, enthusiasm and productivity.

Time Off and Leave Policies
For U.S.-based employees not subject to a collective bargaining agreement, we offer paid time off, leaves of absence and other benefits to help employees manage work-life issues.

They include:

  • Vacation, Holiday and Year-End Shutdown: We provide employees with fixed holidays, year-end shutdown days and a set number of paid vacation days to use throughout the year based on years of service, or on work experience for new hires.
  • Parental Leave: Beginning January 2017, our company has extended paid parental time-off from one week to six weeks for the birth, adoption or foster placement of a child. Paid parental time off is available to both birth and non-birth parents.
  • Childcare Leave: In addition to parental leave, employees receive separate, unpaid, job-protected leave to care for a newborn child, adopted child or child placed in foster care within six months (182 days) following the child’s birth, adoption or foster-care placement.

Other Programs to Support Employee Emotional and Social Wellbeing
Our Company offers many programs to help make it easier for employees to balance their various responsibilities.

The following are a non-exhaustive sampling:

Transportation Services: Free commuter/shuttle services from specific locations near our headquarters in Kenilworth, New Jersey, U.S., and other locations enable employees to save on transportation costs and commute time while reducing their carbon footprint. Transit and parking reimbursements are also available at various locations.

Backup Dependent Care: Temporary backup dependent care services for employees are provided by LifeCare, for children and adults, when employees are scheduled to work and their regular care arrangements are unavailable. Employees are eligible for 10 days’ usage per dependent per year for a nominal out-of-pocket fee. Employees can also take advantage of significant online resources.

Child Care Support: Our company offers several on-site or near-site child care centers that enable employees to be close to their children during the work day. Recognizing not all employees work at a site with a company-sponsored childcare facility, we have made arrangements with several national childcare providers to offer discounts to employees on their eligible regular tuition.

K–12 Educational Guidance: College Coach is an educational counseling service for dependent children ranging from kindergarten to grade 12 that offers a comprehensive menu of education topics and helps employees manage their professional and family responsibilities through live webinars, online support and personalized counseling. The program helps employees and their families reach their academic goals—reducing stress and keeping employees happy and productive, both at home and at work.

Special Needs: The Autism Spectrum Disorder (ASD) Program is for employees and their children as they plan for and navigate school and college options for students with diagnosed ASD and related conditions. Once qualified, employees can receive personalized counseling and participation in one live webinar.

Adoption Assistance: Effective January 2017, our company has enhanced its adoption assistance program to be an adoption/surrogacy assistance program and increased the eligible reimbursement to $25,000 per child for eligible adoption/surrogacy expenses.

For U.S.-based employees who are subject to a collective bargaining agreement, work-life benefits may be offered in accordance with the agreement. For employees based outside the U.S., the work-life benefits offered differ by location and may be subject to a collective bargaining agreement or local legal requirements.