Volume 41, Issue 8 - August 2006

The Industry’s Best Companies to Work For:

A Ranking of Companies that Rate High with Employees 

What makes a company “the best” to work for? Is there truly just one quality that makes a company so? If so, what is it? The answer, it seems, is complex. According to feedback from companies participating in our Best Companies to Work for in the Glass Industry survey, there are many, many qualities that make a company the best. Believe it or not, some things are more important than medical insurance. Most employees say that what is most important to them is being treated like they matter, as if they are part of a family when they go to work and as though their voice and opinion matters. When asked why their company was the best or the one quality that made it unique, many respondents used words and phrases like “family atmosphere,” “open-door policy,” “personalization” and “team effort” to describe their companies. Others said flexibility was the key.

To determine our winners, survey results for each returned form were tabulated using a weighted scale for each benefit the company offers. These averages were based on a massive survey conducted in 2001 that asked readers which benefits they considered most important.

There are a few points to keep in mind as you read through the rankings. Only companies offering paid maternity leave received points for this benefit and companies that offered 100-percent employer-paid medical insurance received a bonus point. Employee turnover is listed as an annual percentage of total workforce for informational purposes only and was not included in the company’s score. There are also a number of abbreviations used throughout the entries: STD: short-term disability; LTD: long-term disability; FMLA: Family Medical Leave Act; FSP: Flexible Spending Plan.

We also asked respondents to explain their companies’ unique characteristics, as well as what makes them one of the best to work for. Qualities ranged from exceptionally maintained facilities and operating equipment, to a quality workforce and having safety as priority one. The answers are included with each entry, so you can read the employees’ own words as to what makes their companies the best. (Note: some answers were edited for space considerations.)

As usual, we are anxious to hear from you regarding the list, how it can be improved, etc. E-mail your feedback to Ellen Giard at egiard@glass.com.

1: Linetec, Wausau, Wis.

Employees: 400

Turnover: 31 percent

Medical: 75 percent employer paid.

Dental: 75 percent employer paid.

Retirement/Pension: Employer matches up to 30 percent of employee contribution, up to 6 percent of annual compensation.

Profit Sharing: Yes.

LTD: Yes. STD: Yes.

Life Insurance: Yes.

Stock: Yes.

Vacation: Amount of time given based on years of service, up to four weeks.

Sick/Personal: Three days

FSP: Yes.

Maternity: Six to 12 weeks paid under STD; unpaid up to 12 weeks under FMLA.

Pay Increase: Annually.

Education Benefits: Full or partial reimbursement for continuing education; partial reimbursement for technical school, undergraduate and graduate studies; full reimbursement for training courses. 

Other benefits: Paid uniforms; winter celebration; service awards; long-term core insurance; incentive plan; full-time occupational nurse on staff; company picnic and health fair for employees and families; employee assistance program; health awareness discounts to health clubs; safety recognition; plant cookouts and clothing awards; gift cards at Thanksgiving; meal rewards for on-time and correct shipment goals; ACE Awards (associates creating excellence); vacation incentive plan; time off as a reward for meeting specific production and quality metrics; diversity council.

In their own words: Linetec and its employees live by the company’s core values: a safe and enjoyable workplace; strong customer focus; respect for the individual; continuous improvement in products; services and business processes; environmentally responsible; open communications; ownership and pride; teamwork; honesty and integrity; opportunities based on performance; and coaching and training. Our technology, state-of-the-art facility and equipment, flexible management style and diverse workforce also make us one of the best companies to work for.

2: TRACO, Cranberry Township, Pa.

Employees: 1,500

Turnover: 9 percent

Medical: 80 percent employer paid.

Dental: 80 percent employer paid.

Retirement/Pension: 3 percent employer contribution. 

Profit Sharing: Yes.

LTD: Yes. STD: Yes.

Life Insurance: Yes.

Stock: No.

Vacation: Ten days to start, increasing with number of years and service to the company. 

Sick/Personal: Four sick days, earned by seniority and advancement; four personal days (salary, non-exempt/hourly).

FSP: Yes.

Maternity: Six to eight weeks paid, post delivery.

Pay Increase: Annually.

Education Benefits: Partial reimbursement for continuing education, technical school, undergraduate and graduate studies; full reimbursement for training courses.

Other benefits: Auto and home insurance; prepaid legal program; long-term insurance; scholarship program for team members’ children; annual company picnic or Christmas party (each location chooses between the two); free parking; discounts to local businesses; discounts to various amusement parks; ice cream socials during summer months; fitness center; walking trail; annual fitness challenge; annual weight loss program; annual triathlon.

In their own words: Traco offers a family atmosphere with an open-door policy and visionary leadership, as well as leading-edge technology and innovation and world-class people.

3: Coastal Glass Distributors, Charleston, S.C.

Employees:
155

Turnover:
13 percent

Medical:
Employer pays 80 percent for employees, 60-70 percent paid for various family plans.

Dental:
Employer pays 80 percent for employees, 60-70 percent paid for various family plans.

Retirement/Pension:
Employer provides a guaranteed match of 20 percent of employee 401(k) contributions, up to 10 percent of pay. Employer’s profit-sharing plan can enable a higher match if profit permits. In addition, each employee who contributes at least $10 per week to a 401(k) account receives a $5 weekly bonus. 

Profit Sharing: 10 percent of profit is shared equally among employees, paid bi-annually. 

LTD: Offered as an optional supplemental benefit. STD: Offered as an optional supplemental benefit.

Life Insurance: $10,000 policy for each employee.

Stock: No, however management employees are eligible to participate in shadow equity program.

Vacation: Five to 15 days depending on years of service. 

Sick/Personal: Three days; unused personal time may be cashed in at the end of the year.

FSP: Yes.

Maternity: Paid, up to six weeks, more if medically necessary; unpaid up to three months.

Pay Increase: Annually.

Education Benefits: Full reimbursement for continuing education, technical school and training courses; partial reimbursement for undergraduate and graduate studies.

Other benefits: Comprehensive wellness program, including free medical screenings, free use of an on-site fitness facility and other features. Free employee assistance program for all employees and family members; free uniforms for all drivers and plant employees. 

In their own words: We have achieved nine straight years of double-digit sales growth. In everything we do and in every relationship, we exemplify what we believe about people and how business should be conducted. Our financial success and the value we place on sharing that success has led to good pay and benefits. Our commitment to integrity and to our employees’ well being has resulted in very high levels of trust within the organization. One measurable result of all this is low turnover. For employees with more than six months of service, retention has consistently averaged 90 percent for many years.

4: Curtain Wall Design and Consulting Inc. (CDC), Dallas

Employees: 132

Turnover: .0014 percent

Medical: 70 percent employer paid.

Dental: 100 percent employer paid.

Retirement/Pension: 401(k) plan; CDC contributes a 50-percent match to employee contributions (subject to vesting). 

Profit Sharing: Yes.

LTD: Yes. STD: Yes.

Life Insurance: 100 percent employer paid; CDC pays $25,000 in life insurance. If additional coverage is desired, employee can contribute the difference in the premium.

Stock: No.

Vacation: Up to four weeks, depending on terms of employment and length of time at the company. 

Sick/Personal: Six sick days.

FSP: Yes.

Maternity: STD can be used up to 11 weeks; 12 weeks unpaid.

Pay Increase: Annually. 

Education Benefits: Full reimbursement for continuing education and training courses; partial reimbursement for technical school, undergraduate and graduate studies.

Other benefits: Years of service awards for ten, 20 and 30 years; Employee Stock Ownership Plan; recognition program based on dedication, satisfaction and leadership abilities through which we recognize our employees for performance “beyond the call of duty” with a written commendation or monetary award. Cash bonuses are also awarded on a discretionary basis. Regular events for employees as well as events for employees and their families, such as Christmas parties, Santa Claus visit for employees’ children, golf tournaments, picnic, company celebrations; celebration of milestones; company gifts/flowers for sickness, bereavement, babies; company Christmas gifts for all employees; company-sponsored fitness plan (employees and families can participate at a professional gym with reduced rates and no enrollment fees); recognition of employees who have retired or passed away; tickets to various professional sporting events; tailor services/special rates for employees and their families.

In their own words: Our company has been in business for more than 30 years and nearly a quarter of our full-time staff has been with the firm for more than 15 years. We are proud of our work and our ability to meet our clients’ needs. 

5: Kawneer Co. Inc. (owned by Alcoa), Norcross, Ga.

Employees: 2,300

Turnover: Approximately 3 percent (voluntary). 

Medical: Depending on program selected, employees contribute anywhere from zero to a nominal amount depending on their selections, with a co-insurance rate of 10 percent per office visit for in-network care. All options cover in-network preventative care at 100 percent, no deductible. After employee contributions, employer pays balance of costs for most medical expenses.

Dental: Depending on program selected, employees contribute anywhere from zero to a nominal amount depending on their selections. Employer pays for preventative care at 100 percent for in-network care. After employee contributions and annual deductible, employer pays for basic care at 85 percent and major care at 50 percent.

Retirement/Pension: Yes, company-funded. For hires after March 1, 2006, employees will receive an employer contribution to their Alcoa Savings Plan account to help employees save for retirement. 

Profit Sharing: No.

LTD: Yes. STD: Yes.

Life Insurance: One times the total compensation is company-paid. Employees may purchase up to eight times at competitive rates.

Stock: Yes.

Vacation: Up to 20 days annually. 

Sick/Personal: No set number of sick days. Personal time off is determined on an individual basis between employee and manager.

FSP: Yes.

Maternity: Paid, generally between six to eights weeks under STD policy. Unpaid, up to 12 weeks under the FMLA; this runs concurrent with the leave that is paid under short-term disability.

Pay Increase: Annually, in most cases; nine-24 months depending on performance and placement in grade range.

Education Benefits: Full reimbursement for continuing education, technical school, undergraduate and graduate studies, and training courses. 

Other benefits: Vision coverage, prescription drug coverage, 401(k) plan, including a company match; matching grants for educational institutions through the Alcoa Foundation; Alcoa Foundation’s Sons and Daughters Scholarship Program recognizes outstanding academic achievement by high school seniors; incentive/bonus plan; discounted long-term care plan extended to employees and immediate family members and credit union access. Energy program that includes such events as a community environment, health and safety festival, Habitat for Humanity volunteers, company picnics, cookouts and other corporate recognition. Discount purchase programs through major suppliers such as Dell computers, Ford automobiles, office supplies, cell phones, amusement parks, etc.

In their own words: Our people make our company unique. We have dedicated, driven, focused employees at all levels working toward our goal of being the best in the world. We have a strong, highly-capable customer base, a broad, highly-engineered product line and a well-known, highly-recognized brand in the market. We are also part of the world’s largest aluminum company—Alcoa.

6: Vistawall Architectural Products (owned by BlueScope Steel), Terrell, Texas

Employees: 1,500

Turnover: 6-8 percent. 

Medical: 75 percent employer paid.

Dental: 75 percent employer paid.

Retirement/Pension: Yes. 

Profit Sharing: No.

LTD: 60 percent employer paid. STD: 60 percent employer paid.

Life Insurance: 75 percent employer paid.

Stock: Yes.

Vacation: Up to 25 days a year after 25 years. 

Sick/Personal: Unlimited number of sick days.

FSP: Yes.

Maternity: Unpaid, up to three months.

Pay Increase: Annually.

Education Benefits: Full reimbursement for continuing education, technical school, undergraduate and graduate studies, and training courses.

In their own words: We all pitch in to help the community as a family would do. Our company also strives for safety before productivity.

7: YKK AP America Inc., Austell, Ga.

Employees: 700

Turnover: 10 percent.

Medical: Two plans from which employees can select, 75-85 percent employer paid.

Dental: 60 percent employer paid.

Retirement/Pension: Up to 5 percent of salary employer paid.

Profit Sharing: No.

LTD: Yes. STD: Yes.

Life Insurance: Yes.

Stock: No.

Vacation: Up to 24 days, based on years of service. 

Sick/Personal: Exempt employees, receive up to six months/year in sick time off and non-exempt receive up to eight days a year; two personal days.

FSP: Yes.

Maternity: Covered by STD or sick leave.

Pay Increase: Annually. 

Education Benefits: Full reimbursement for training courses; partial reimbursement for continuing education, undergraduate studies and technical school; no reimbursement, but time off given for graduate studies.

Other benefits: Employee assistance program; disease management/wellness program; vision coverage; prescription coverage; critical illness coverage; training programs to help employees be promoted; supplemental medical income (AFLAC); scholarship program for dependents; credit union affiliation; service awards; posting system for open positions; professional training programs. 

8: MTH Industries, Hillside, Ill.

Employees: 115

Turnover: 0 percent

Medical: 85 percent employer paid.

Dental: Voluntary plan for which company contributes approximately 15 percent of the actual cost for dental insurance.

Retirement/Pension: 401(k), participative 

Profit Sharing: No

LTD: Yes STD: Yes

Life Insurance: 100 percent employer paid.

Stock: No

Vacation: Two weeks for up to eight years of service, three weeks for eight-12 years; four weeks for more than 12 years.

Sick/Personal: Six sick days; six personal days.

FSP: Yes

Maternity: Up to two weeks paid; up to six months unpaid.

Pay Increase: Annually.

Education Benefits: Full reimbursement for continuing education, technical school and training courses; partial reimbursement for undergraduate and graduate studies.

Other Benefits: Ongoing in-house training; regular company outings, both educational and social.
In their own words: Our committed, talented team (and 120 years in business) makes us unique. We are the best because people stay with the company. 

9: Tubelite Inc., Reed City, Mich.

Employees: 130

Turnover: 10 percent.

Medical: 80 percent employer paid.

Dental: 80 percent employer paid.

Retirement/Pension: Employer pays 25 percent of the first 6 percent of employee’s contribution. 

Profit Sharing: No

LTD: Yes. STD: Yes.

Life Insurance: 100 percent employer paid.

Stock: No

Vacation: Five to 25 days.

Sick/Personal: Three personal days a year.

FSP: Yes.

Maternity: Paid, up to 26 weeks.

Pay Increase: Annually.

Education Benefits: Full reimbursement for training courses; partial reimbursement for continuing education, technical school, undergraduate and graduate studies.

Other benefits: Quarterly BBQ’s for each shift (even at 3:00 a.m.) in which the management team may cook steaks or burgers and brats. The topics discussed at each BBQ range from business performance, to quarterly goals, to sales and marketing updates, to core value recognition events. Tubelite has also initiated a “Core Value Catch Program” that recognizes when employees are caught in an exemplary display of one of the company’s core values: dependability, integrity/honesty, respect for the individual, teamwork, being client-driven and diligence in accuracy/procedures. Every week countless cards are written by production workers, clerical staff and management team members about fellow employees when they are “caught.” The “catch” cards are distributed to the appropriate supervisors/managers who personally congratulate and reward the “caught” employee. The cards for the quarter are collected and a drawing is held at each of the quarterly BBQs for gift cards from area restaurants. 

In their own words: We care about our employees and value and appreciate who they are; we all work together to service our clients.

10: ACI Distribution (a subsidiary of Vitro), Memphis, Tenn.

Employees: 1,400

Turnover: 6 percent (salaried); 27 percent (non-salaried)

Medical: 77 percent employer paid.

Dental: 77 percent employer paid.

Retirement/Pension: 401(k), employer matches up to 3 percent. 

Profit Sharing: No.

LTD: 50 percent employer paid, salaried employees only. STD: Yes

Life Insurance: 77 percent employer paid.

Stock: No.

Vacation: Two weeks for up to ten years of service; three weeks after ten years; four weeks after 20 years.

Sick/Personal: Six sick days.

FSP: Yes

Maternity: Up to six weeks paid; up to 12 weeks unpaid under FMLA.

Pay Increase: Annually

Education Benefits: Full reimbursement for continuing education, technical school, training courses and undergraduate studies; partial reimbursement for graduate studies. 

In their own words: ACI Distribution was originally founded in 1872 as a family-owned business in Richmond, Va. What makes us unique is that with all the growth throughout the years, each branch still operates very much like a local, privately owned business, without a lot of bureaucracy created by most corporations our size. In addition to being one of the oldest companies in the U.S. glass market, we have been successful in creating a work environment and benefits package that motivates long-term employment. Few companies can boast the employee retention record of ACI Distribution in overall work positions, but specifically sales and management. Our greatest competitive advantage is the experienced and stable team of employees that serves our customers everyday. This gives customers the feeling that they are doing business with family and that they are not just an account number in a computer system.

11: Harmon Inc., Eden Prairie, Minn.

Employees: 1,100

Turnover: 20 percent

Medical: 75 percent employer paid.

Dental: 75 percent employer paid.

Retirement/Pension: 30 percent employer paid, up to 6 percent deferral. 

Profit Sharing: No.

LTD: Yes. STD: Yes.

Life Insurance: Yes.

Stock: No.

Vacation: Up to15 days based on years of service. 

Sick/Personal: One personal day.

FSP: Yes.

Maternity: Paid from PTO or STD; unpaid under FMLA standards.

Pay Increase: Annually.

Education Benefits: Full reimbursement for training courses; partial reimbursement for continuing education, technical school, undergraduate and graduate studies. 

Other benefits: Employee assistance program; stock purchase plan; long-term care; Target bonus plan.

In their own words: Harmon is a service business, and we recognize that people are the core to our success. We build relationships with customers to provide solutions by efficiently utilizing our operations capacity—working with the customer to design the best options.

12: Peerless Products Inc., Fort Scott, Kan.

Employees: 240

Turnover: 20 percent.

Medical: 60 percent employer paid.

Dental: 50 percent employer paid.

Retirement/Pension: Flex plan in which each employee decides on profit sharing to contribute to 401(k).

Profit Sharing: Yes, can also be rolled over to 401(k).

LTD: Yes. STD: No.

Life Insurance: Yes.

Stock: No.

Vacation: Two and half days for six months to one year of service; one week for one to two years; three weeks for ten-20 years; four weeks after 20 years.

Sick/Personal: Five days if employee has good attendance (does not apply to all departments). Personal time off depends on attendance.

FSP: No.

Maternity: Unpaid up to 12 weeks.

Pay Increase: At least twice a year.

Education Benefits: Full reimbursement for continuing education, technical school and training courses; no reimbursement, but time off given for undergraduate and graduate studies. 

Other benefits: Paid holidays; $25 birthday gift; 80 percent cost of prescription medicines paid; safety glasses paid; uniforms provided; employee suggestion box for safety/quality ideas; quality teams receive special attention and recognition.

In their own words: We have quarterly meetings to share progress information and to share profits with employees. We are one of the best to work for because our company cares about customers. We also have a new computer system and manufacturing tools to help employees do their jobs better and improve quality for customers.

13: Shaw Glass Co. Inc. (Solar Seal), South Easton, Mass.

Employees: 125

Turnover: 13 percent.

Medical: Yes.

Dental: Yes.

Retirement/Pension: For office employees, employer pays 3 percent of gross wages; $1.55/hour for shop annuity. 

Profit Sharing: No.

LTD: Yes. STD: Yes.

Life Insurance: Yes.

Stock: No.

Vacation: Up to 30 days. 

Sick/Personal: Six days. Unused days are bought back at the end of the year.

FSP: No.

Maternity: Unpaid, up to 12 weeks.

Pay Increase: Annually. 

Education Benefits: Full reimbursement (based on a passing grade in an approved course) for continuing education, technical school, training courses and undergraduate and graduate studies. 

Other benefits: Company-sponsored annual ski trip and golf outing; Red Sox tickets; holiday and other periodic luncheons; 12 paid holidays; bereavement leave; annual bonus; attendance bonus; safety bonus; referral bonuses; hardship assistance; tuition reimbursement program; employee product discounts. Training is also provided in supervisory leadership, lean manufacturing, forklift, safety, CPR, computer courses and other training as required for specific individuals/situations.

In their own words: We have been family owned and operated for 56 years and offer a true family atmosphere. Our company has a willingness to work with all types of companies on all types of projects, both big and small, standard and complex. We also have quality people working in a clean and safe facility.

14: J.E. Berkowitz L.P., Westville, N.J.

Employees: 225

Turnover: 2.5 percent.

Medical: 70 percent employer paid.

Dental: Yes.

Retirement/Pension: 401(k) plan, company contributes 30 percent of first $2,000, 25 percent on second $4,000, total company contribution, $2,000. 

Profit Sharing: No.

LTD: Yes. STD: Yes.

Life Insurance: Yes.

Stock: No.

Vacation: Two weeks for one to five years of service; three weeks after five years. 

Sick/Personal: Seven sick days; three personal days (four days for management group).

FSP: No.

Maternity: Unpaid, up to eight weeks.

Pay Increase: Annually.

Education Benefits: Full reimbursement for continuing education, technical school and training courses.

Other benefits: Object bonus, bonus plans, jury duty, scholarship for employees’ children; eight paid holidays; bereavement pay; military pay. J.E. Berkowitz is a family-owned business with an “open door” policy, an informality not possible in more structured corporations. Employees’ opinions are valued and decision-making occurs in a true team-based environment. Employees are trusted and empowered and treated like family. 

In their own words: J.E. Berkowitz offers a personalized approach to benefits and provides fairness to customers and employees.

15: Arch Aluminum & Glass Co. Inc., Tamarac, Fla.

Employees: 1,900

Turnover: 10 percent (approximately).

Medical: 70 percent employer paid.

Dental: 70 percent employer paid.

Retirement/Pension: 401(k), 5 percent match 

Profit Sharing: No.

LTD: Yes. STD: Yes.

Life Insurance: 100 percent employer paid.

Stock: No.

Vacation: 15 days annually. 

Sick/Personal: Sick time off is provided on an individual basis.

FSP: No.

Maternity: Unpaid, six weeks after the birth, unless otherwise specified by the doctor.

Pay Increase: Annually.

Education Benefits: Full reimbursement for continuing education and training courses.

In their own words: Our company provides a family atmosphere and has an open-door policy. 

16: Granite State Glass, Winnisquam, N.H.

Employees: 175

Turnover: 3 percent

Medical: 80 percent employer paid.

Dental: 80 percent employer paid.

Retirement/Pension: 401 (k) program; employer pays 50 cents on $1 up to 6 percent.

Profit Sharing: No.

LTD: No. STD: Yes.

Life Insurance: Yes.

Stock: No.

Vacation: One week after one year of service; two weeks after three years; three weeks after seven years; four weeks after 15 years. 

Sick/Personal: Four personal days.

FSP: For sales team.

Maternity: Unpaid, up to 12 weeks.

Pay Increase: annually, performance based.

Education Benefits: Full reimbursement for continuing education (for a B grade or higher) and training courses.

Other benefits: Company clothing disbursement twice a year; OSHA training throughout the year; company vehicles including gas, maintenance, tolls and insurance for sales force, store managers and field superintendents; yearly company functions including recognition and gifts for team members reaching ten, 15 and 20 years of service thresholds.

In their own words: The people at Granite State Glass are what make our company unique. The professionals who make up the Granite State Glass team stay focused on our client needs and attaining the highest level of client satisfaction. The integrity and dedication at every level of our corporate structure help in making us one of the best companies to work for. Bill Marcotte, the owner, puts a premium on each team member who plays a role in making us an industry leader. 

17: Key Glass LLC, Westville, N.J.

Employees: 35

Turnover: 1 percent.

Medical: 100 percent employer paid.

Dental: 80 percent employer paid.

Retirement/Pension: Employer matches up to 4 percent of salary. 

Profit Sharing: No.

LTD: No. STD: No.

Life Insurance: Yes.

Stock: No.

Vacation: Ten days annually. 

Sick/Personal: Four sick days.

FSP: No.

Maternity: Unpaid up to six weeks.

Pay Increase: Annually.

Education Benefits: Full reimbursement for continuing education and training courses; partial reimbursement for technical school; no reimbursement but time off given for undergraduate and graduate studies.

In their own words: Our company is unique because our benefits outrank many larger firms. We are the best because we achieve excellent work in our trade.

18: Heinaman Contract Glazing, Lake Forest, Calif.

Employees: 90

Turnover: 10 percent.

Medical: 100 percent employer paid.

Dental: $1,000 maximum cost reimbursement annually.

Retirement/Pension: 401(k) at 3 percent of salary annually. 

Profit Sharing: Yes.

LTD: No. STD: No.

Life Insurance: No.

Stock: No.

Vacation: Ten to 20 days annually. 

Sick/Personal: Five sick days.

FSP: Yes.

Maternity: Unpaid.

Pay Increase: Annually. 

Education Benefits: Full reimbursement for continuing education, technical school and training courses; partial reimbursement for undergraduate studies; no reimbursement but time off given for graduate studies.

Other benefits: Employees are encouraged to attend trade shows and seminars; employee fun activities including a house boat trip on Lake Mead, a winter weekend trip to Mammoth Mountains and a holiday party; annual strategic planning session with team bonding activities; vehicle allowances for qualified employees; paid attendance at industry association golf events; flexible work hours; quality work facility with latest technology and equipment to support objectives; annual employee team at Angel’s baseball game; $500 award for selection of employee of the year for office and field installers at both of our locations; $500 award for perfect attendance; two domestic airline tickets for ten years of service.

In their own words: Our team effort to achieve goals while having fun makes us unique. We also provide on-time performance that meets and exceeds customers’ expectations.

19: LAMATEK Inc., West Deptford, N.J.

Employees: 52

Turnover: 25.7 percent.

Medical: 85 percent employer paid.

Dental: No.

Retirement/Pension: Employer matches up to 1 percent of earnings. 

Profit Sharing: Yes.

LTD: No. STD: No.

Life Insurance: Yes.

Stock: No.

Vacation: Two weeks at hire, additional weeks given at advancement and milestones. 

Sick/Personal: Two sick days.

FSP: No.

Maternity: Unpaid, amount of time given is up to discretion of management.

Pay Increase: Once annually, more if merit raises are given.

Education Benefits: Full reimbursement (if training is job-related) for continuing education, technical school, training courses, undergraduate and graduate studies.

Other benefits: Quarterly bonus, a choice of time off or wages; flexible working hours; great working environment from beautiful offices, a clean plant and warehouse and respectful treatment of employees by management. 

In their own words: Our people make our company unique, specifically our boss, Bob Carlson (president and CEO). He is a great leader and his flexible leadership inspires us to be a more dedicated and energetic group of individuals. Bob is the best kind of motivator: he trusts in our abilities and lets us do our jobs. 

20: Mammen Glass & Mirror Inc., Irving, Texas.

Employees: 60

Turnover: 30 percent.

Medical: 90 percent employer paid.

Dental: 60 percent employer paid.

Retirement/Pension: 401 (k), employer matches 3 percent. 

Profit Sharing: Yes.

LTD: No. STD: No.

Life Insurance: Yes.

Stock: No.

Vacation: 15 days annually. 

Sick/Personal: No.

FSP: Yes.

Maternity: Unpaid, up to six weeks, company continues to pay the insurance premium during that period.

Pay Increase: Annually. 

Education Benefits: Full reimbursement for continuing education.

Other benefits: Paid holidays.

In their own words: Being a family-owned company makes us unique. We are always growing and watching for new equipment and products.

Special Recognition, 60,000 Employees

E.I. DuPont De Nemours, Wilmington, Del.

Employees: 60,000

Turnover: 5 percent.

Medical: 80 percent employer paid.

Dental: 100 percent employer paid.

Retirement/Pension: 100 percent employer paid. 

Profit Sharing: No.

LTD: Yes. STD: Yes. 

Life Insurance: Yes. 

Stock: Yes.

Vacation: Two to six weeks depending on years of service. 

Sick/Personal: Sick time off is case dependent; one personal day a year.

FSP: Yes.

Maternity: Six weeks paid. 

Pay Increase: Annually.

Education Benefits: Full reimbursement (for business or function related courses) for continuing education, technical school, training courses and undergraduate studies; partial reimbursement (for business or function related courses) for graduate studies.

Other benefits: Dependent care programs; vision care programs; health spending programs; dependent life insurance; accidental death insurance; financial planning programs; vacation buying programs; DuPont legal services plan; retirement savings vehicles (401(k)); long-term care insurance; concern loans for education; severance policy (in the event of job loss); work-life family leave; adoption assistance programs; just-in-time care programs; employee assistance programs. 

In their own words: As a large global and diversified science company, DuPont can offer unparalleled career advancement opportunities depending upon the interests and requirements of its employees. In this way, it is possible to have “multiple significantly-different career experiences” within the same organization. 

Special Recognition, 18,000 Employees

Guardian Industries, Auburn Hills, Mich.

Employees: 18,000

Turnover: 18 percent.

Medical: 80 percent employer paid.

Dental: Max $1,000 per year, per eligible employee.

Retirement/Pension: 401(k) match up to 4 percent. 

Profit Sharing: Yes.

LTD: Yes. STD: Yes.

Life Insurance: Yes.

Stock: No.

Vacation: Ten to 20 days depending on length of service. 

Sick/Personal: No set number of sick days.

FSP: No.

Maternity: Paid, coordinated with STD.

Pay Increase: Annually.

Education Benefits: Full reimbursement for training courses 

Other benefits: All plants encourage employee safety, health and wellness; each facility is encouraged to initiate wellness programs, competitions, educational programs and other events that include everything from organized sports to health fairs, to on-site immunizations and weight-loss programs; a scholarship program for children of Guardian employees has assisted more than 770 students since its inception in 1986; all Guardian facilities are encouraged to be involved in their communities through volunteer and charitable activities. 

In their own words: Guardian offers an amazing culture that emphasizes responsibility, accountability and achievement. Our integrity, commitment to do the right thing and the opportunities that arise as we continue to grow are the qualities that make us one of the best companies to work for.

USG
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