Recognizing Our Clients: 100 Best Companies to Work for in Oregon

We are excited to celebrate our clients who have been recognized by Oregon Business Magazine’s 100 Best Companies to Work for in Oregon. 

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SMALL COMPANIES (15-34 employees)

   13. Percipio Consulting Group

   14. Davidson Benefits Planning – An Alera Group Co.jdkfldjfkdljfldfj

LARGE COMPANIES (more than 100 employee)

   5. Sunriver Resort

   8. LMC Construction

   9. Perlo Construction

   13. Aldrich

   20. R&H Construction

   23. Turner Construction

   28. Pacific Landscape Management

   32. Whitaker Ellis Builders

 

MEDIUM COMPANIES (35-99 employees)

   1. Steele Electric

   4. Oregon Restoration

   7. Lorentz Bruun Construction

   20. Hagan Hamilton Insurance Solutions

   34. Douglas Fast Net 

International Goof Off Day: Embrace the Playful Side of Work!

Picture this: you’re at work, surrounded by the usual hustle and bustle of deadlines, meetings, and emails. But wait, something’s different today. There’s a sense of mischief in the air, a contagious wave of silliness that seems to be spreading from cubicle to cubicle (screen to screen). What’s going on, you ask? Well, my friend, it’s none other than International Goof Off Day!

March 22nd marks a special occasion on the calendar when we’re encouraged to embrace our inner goofball and inject a healthy dose of playfulness into our daily routines. Now, before you start envisioning chaos and productivity plummeting faster than a lead balloon, let me assure you, there’s a method to this madness.

First and foremost, let’s establish some ground rules. While International Goof Off Day is all about having fun, it’s essential to do so responsibly and respectfully. We’re not advocating for reckless behavior or anything that could jeopardize your job or the well-being of your colleagues. So, let’s keep it light, folks!

Here are a few lighthearted ways to celebrate without risking a visit from HR or the need for a lawyer on speed dial:

1. Dress-Up Day: Who says you can’t wear a silly hat or rock a funky pair of socks to the office? Encourage your team to embrace their inner fashionistas and come dressed in their most outrageous attire. Just remember, there’s a fine line between quirky and questionable, so use your judgment wisely.

2. Desk Decorating Contest: Channel your inner crafter and transform your workspace into a whimsical wonderland. From paper streamers to inflatable unicorns, let your creativity run wild. Bonus points for incorporating inside jokes or hilarious memes into your decor.

3. Screen Background Shenanigans: Get creative with your virtual backgrounds during video calls. From tropical beaches to outer space, there are endless possibilities for goofy backdrops that are sure to get a chuckle out of your coworkers.

4. Meme Madness: Create a dedicated channel or thread for sharing memes and funny photos. Whether it’s the latest viral sensation or an old classic, a well-timed meme can brighten anyone’s day.

5. Office Olympics: Break out the mini basketball hoop or set up a makeshift ping pong table for some friendly competition. Organize a series of wacky challenges like chair racing or paper airplane contests to see who will emerge victorious as the office champion.

6. Goofy Awards Ceremony: Take a break from the daily grind and host a lighthearted awards ceremony to recognize your colleagues’ quirkiest quirks and goofiest antics. Categories could include “Most Likely to Trip Over Their Own Feet” or “Master of Office Pranks.”

7. Pun-tastic Puns: Challenge your team to a battle of the puns and see who can come up with the most groan-worthy wordplay. Whether it’s swapping out serious meeting titles for pun-tastic alternatives or engaging in a pun-off during lunchtime, let the puns fly freely.

Remember, the goal of International Goof Off Day isn’t to shirk responsibilities or undermine the importance of your work. It’s about fostering camaraderie, boosting morale, and infusing a sense of joy into the daily grind. So, go ahead, embrace the silliness, and let your inner goofball shine!

Just be sure to return to your regularly scheduled programming once the day is done, and if you’re unsure about whether a particular prank or activity crosses the line, it’s probably best to err on the side of caution. After all, we want to keep the laughter flowing without any unintended consequences.

So, mark your calendars, spread the word, and get ready to celebrate International Goof Off Day in style. Who knows, you might just discover that a little bit of goofiness is the secret ingredient to a happier, more productive workplace. Now, if you’ll excuse me, I have a date with a rubber chicken and a whoopee cushion. Happy goofing, everyone!

Prioritizing Employee Well-being: A Vital Imperative on World Health Day

As we celebrate World Health Day on April 7, 2024, it’s imperative to turn our focus towards the well-being of the workforce, the lifeblood of every organization. Over the years, the importance of prioritizing employee well-being has gained significant recognition, not just as a moral obligation but also as a strategic imperative for businesses aiming for sustainable success.

In recent years, many employers have taken significant strides in prioritizing employee well-being, recognizing that a healthy and engaged workforce is crucial for organizational success. Some commendable initiatives include:

1. Flexible Work Arrangements: Forward-thinking companies have embraced flexible work arrangements, allowing employees to better balance their professional and personal lives. Remote work options, compressed workweeks, and flexible hours contribute to reduced stress and increased job satisfaction.

2. Mental Health Support: Employers have begun to destigmatize mental health issues by implementing comprehensive support programs. These may include employee assistance programs (EAPs), access to counseling services, and mental health days off.

3. Health and Wellness Benefits: Many organizations now offer robust health and wellness benefits, such as subsidized gym memberships, nutrition counseling, and wellness challenges. These initiatives promote physical fitness and overall well-being among employees.

4. Workplace Culture: Cultivating a supportive and inclusive workplace culture is paramount. Companies that prioritize diversity, equity, and inclusion create an environment where employees feel valued, respected, and empowered to thrive.

While progress has been made, there’s always room for improvement. Employers can further enhance employee well-being by considering the following initiatives:

1. Regular Health Screenings: Encourage employees to prioritize their health by offering onsite health screenings for conditions like blood pressure, cholesterol, and diabetes. Early detection and intervention can prevent serious health issues down the line.

2. Promoting Life Balance: Strive to create a culture that values life balance by setting clear boundaries around working hours, encouraging employees to take regular breaks, and minimizing unplanned interruptions through thoughtful planning.

3. Flexible Benefits Packages: Tailor benefits packages to meet the diverse needs of employees and revisit employees needs regularly. Offer a range of options for healthcare coverage, retirement savings plans, and other perks to accommodate different lifestyles and preferences.

4. Promoting Physical Activity: Organize group fitness activities, walking meetings, or lunchtime yoga sessions to encourage employees to stay active throughout the workday. Physical activity not only improves physical health but also enhances mood and productivity.

5. Encouraging Open Communication: Foster a culture of open communication where employees feel comfortable expressing their concerns and seeking support when needed. Regular feedback or suggestion sessions can provide valuable insights into employee well-being.

On this World Health Day, let’s reaffirm our commitment to prioritizing employee well-being. By investing in the health and happiness of our workforce. Lay the foundation for a thriving and resilient organization, where employees can reach their full potential and contribute to collective success. Remember, a healthier workforce paves the way for a healthier future for us all.

Flexible Work Week

Question:
“Our organization has moved to a flexible work week for all employees. We want to remove references to all work schedules, schedule types, and organization hours in our handbook. Can you help with that?”

Our first step is to identify the goals and associated considerations without jumping to solutions.

Apparent goal(s):

  1. Align the new flexible work week policy with handbook.

Associated Considerations:

  1. The Fair Labor Standards Act (FLSA) – Overtime requires employees to accurately track their hours worked, including any overtime hours if applicable. Non-exempt employees must be compensated for all hours worked in accordance with FLSA guidelines. Is there an alternative place where employees are provided with notice of the workweek? (Workweek = Seven consecutive 24-hour periods that will be used to determine overtime pay.)
  2. The Fair Labor Standards Act (FLSA) – Travel Time, work-related travel time that occurs during an employee’s regular working hours is generally considered compensable work time and must be paid accordingly. If all reference to work schedules is removed, how will this be determined?
  3. The Family Medical Leave Act (FMLA), and many other state specific provisions, require each qualifying employer to provide a qualifying employee 12 weeks (or some other amount) of protected time for certain mental or physical conditions as well as those of certain family members. To determine what 12 weeks means for each qualifying employee you would typically multiply the employee’s regular weekly work hours by the number of weeks in the 12-week period. For example, if the employee’s regular work schedule is 40 hours per week, and the 12-week period consists of 12 consecutive weeks, you would calculate: 40 hours/week * 12 weeks = 480 hours. This is particularly important when an employee qualifies for intermittent leave. How will the regular weekly hours be identified and where will employees be notified of this process?
  4. Paid Time Off (PTO) or other discretionary paid time provisions (holiday pay, sick time in addition to that which is protected, vacation time, or compensatory time) are typically based on accrual on hours worked and/or seniority or are front loaded based on forecasted hours or full time equivalent (FTE). These offerings also have provisions for when these must be used and the impact on pay and benefits. Where will these requirements be made known?
  5. The Affordable Care Act and benefit offering to full-time employees (someone who works, on average, at least 30 hours per week or 130 hours per month). Most health insurance benefit offerings have a “hours worked” or “days in employment” requirement which starts the process of offering insurance to an employee. If there are no defined work schedules and your current policies are based on hours worked, amendments may be needed in your health benefits contract and appropriate notice will need to be provided to your employees.
  6. Other considerations may be found in areas such as Performance Evaluations, Bonuses, Workload Distribution, and Compliance Reporting.

The Answer:
Yes, we can help with the alignment of your new policy to existing policies and processes. However, this is not an editing exercise. This is an exploration of how the goal(s) impact other legal requirements and important aspects of the existing employment relationship. Followed by clear communication with managers and employees about the changes that will be made in support of the goal.

Celebrating National Social Work Month: Recognizing the Unsung Heroes

It’s time to shine a spotlight on the unsung heroes of our society – social workers and counselors. March is designated as National Social Work Month, a time to honor and celebrate the invaluable contributions of these dedicated individuals who work tirelessly to improve the lives of others. This year, let’s not only recognize their commendable efforts but also emphasize the critical need for employers to acknowledge the essential role of balance for employees in these emotionally taxing roles.

Social workers and counselors play a pivotal role in our communities, providing support, guidance, and resources to individuals and families facing a wide range of challenges. From mental health issues to substance abuse, from homelessness to domestic violence, these compassionate employees offer a lifeline to those in need. Their work often goes unnoticed, yet its impact is profound and far-reaching.

Here are some typical types of work accomplished by social workers and counselors:

1. Mental Health Support: Social workers and counselors provide counseling and therapy to individuals struggling with various mental health disorders, including depression, anxiety, bipolar disorder, and PTSD.

2. Case Management: They assist clients in accessing essential services and resources such as housing assistance, healthcare, financial aid, and legal support.

3. Child Welfare: Social workers play a critical role in ensuring the safety and well-being of children by investigating allegations of abuse or neglect and providing interventions to protect vulnerable children.

4. Substance Abuse Treatment: Counselors work with individuals struggling with addiction, offering therapy, support groups, and resources to help them overcome substance abuse disorders.

5. Crisis Intervention: Social workers and counselors are often called upon to provide immediate support and intervention during crises such as natural disasters, accidents, or instances of violence.

6. Advocacy: They advocate for social justice and equality, fighting against discrimination, oppression, and systemic injustices that impact marginalized communities.

7. School Counseling: Counselors work in educational settings, providing support and guidance to students facing academic, social, or emotional challenges.

Despite the essential nature of their work, social workers and counselors often face immense challenges and pressures, both professionally and personally. The nature of their roles exposes them to high levels of stress, compassion fatigue, and burnout. Yet, all too often, the importance of self-care and life balance is overlooked in these fields.

Employers have a crucial role to play in supporting the well-being of their social work and counseling staff. Recognizing the emotionally demanding nature of their roles, employers should prioritize implementing policies and practices that promote self-care, resilience, and balance. This may include providing access to counseling services, offering flexible work arrangements, and fostering a supportive work environment where staff feel valued and appreciated.

As we celebrate National Social Work Month, let’s not only honor the dedication and commitment of social workers and counselors but also commit to supporting their well-being and recognizing the essential need for balance in their emotionally taxing roles. After all, by taking care of those who care for others, we ultimately strengthen the fabric of our communities and ensure that everyone has the opportunity to thrive.