AWB honors 21 businesses with Better Workplace Awards
Awards highlight innovation in workplace safety, job training and benefit programs
Olympia, Washington, February 2009
Representatives from 21 small, medium and large businesses paused briefly today to celebrate the innovations that earned them a Better Workplace Award from the Association of Washington Business.
The honors, presented at AWB's Legislative Day in Olympia, recognize member businesses that go the extra mile in providing a family-friendly work environment, promoting safety and enabling employees to achieve their best. Awards are given to companies that demonstrate innovation in the areas of workplace safety, job training and advancement, and benefit and compensation programs.
"Running a business is no easy task, especially in today's rough economy," said AWB President Don Brunell. "The 21 companies we're honoring today represent what's working in today's tough economy. These employers are investing in their employees and getting creative when it comes to solving challenges in the workplace," he added.
"The private sector is the workhorse of Washington state's economy. We'll need more businesses like these to help keep people working and drive our economic recovery. It's a great day for these employers and their employees."
AWB members may submit nominations for the award. An independent panel of judges reviews all the nominees and decides the award based on factors including boosting morale, increasing productivity, improving recruitment and retention and reducing the costs of training. AWB also gives Continuous Commitment awards to companies that have won the Better Workplace Award in previous years and have continued to be innovators in providing a better workplace.
The following are the 2009 Better Workplace Award winners:
Workplace Safety
Companies with 26-100 employees
Cascade Gasket & Manufacturing, Kent
Cascade Gasket recognizes that its employees are a valuable resource in identifying safety concerns and making recommendations related to their remedy. The primary challenges to utilizing this resource are instilling a sense of ownership, and making sure recommendations are followed through in some manner. Cascade Gasket's workplace safety process includes employee reporting of workplace hazards, safety committee meetings, safety committee reporting and follow up. With solid lines of communication between employees, working committees and relevant management team members, this system is working well in fostering employee ownership of workplace safety. For more information: http://www.cascadegasket.com/.
TransCanada, Spokane
The executive leadership team, management and employees are committed to being an industry leader in health and safety practices. The company developed an Incident and Response Management System to help ensure that incident and issue identification, response, notification, investigation, documentation and resolution are completed in a uniform, thorough and timely manner, utilizing an electronic database. Trend analysis reports are created to identify safety issues that are recurring. Appropriate changes are made to ensure issues are resolved. When workers go to a job site, they have a process to identify, evaluate and safely control hazards. Instantaneous electronic hazard advisories are sent to all employees. If a worker fails to report in at or shortly after a designated time, the company attempts to contact or locate the worker first, then will contact the police and/or initiate the TransCanada emergency response system. TransCanada's contractors must complete an online safety certification and carry a card proving their certification while working for TransCanada. Due to these and other measures, TransCanada US Pipelines West has no lost time or restricted work injuries during 2008. For more information: http://www.transcanada.com/.
Workplace Safety
Companies with 101-250 employees
Cintas, Issaquah
Safety is a top priority at Cintas. Each new hire participates in three hours of safety training in six general areas. Safety reviews are conducted with new hires 30 days from their orientation, and additionally 90 days following their orientation. Cintas' entire facility attends monthly topic-specific safety review training. Careful tracking is maintained to assure that no one is overlooked in these training sessions. Every member of Cintas' team receives a job safety analysis for their positions, and this procedure is always part of a position change. Understanding risk and precaution measures are essential to working safe. Cintas' Safety Improvement Committee is also a valuable asset in maintaining high safety standards as is its near miss investigations and the encouragement of safety through such visual aids as the safety board in the lunchroom and the selection of exemplary employees as Safety Heroes. The payoff for all this effort is a 68 percent improvement in Cintas' workers' comp claims, two consecutive 250+ days without a lost time accident, zero violations on a 2007 OSHA visit, and a nomination to apply for VPP. For more information: http://www.cintas.com/.
Clark Nuber, Bellevue
Clark Nuber recognizes the value of implementing a comprehensive business continuation plan to safeguard the firm and its staff in case of natural disasters. In order to create a sense of immediacy and to get its employees to become actively involved, Clark Nuber create a unique Passport to Safety program, including: Employee contests with prizes based on individuals' completion of preparedness steps; tangible reminders of each employee's preparedness progress and what to do next; classes, workshops and tools for all staff; an emergency handbooks for management and staff; an emergency hotline to provide employees with quick updates on work matters during a disaster; a mobile trailer equipped with business continuation in the event Clark Nuber's offices become unusable or inaccessible; technology safeguards for business data; and a new Safety Task Force to help maintain Clark Nuber's heightened level of employee preparedness. For more information: http://www.clarknuber.com/.
Workplace Safety
Companies with 250+ employees
Canyon Creek Cabinet Company, Monroe
Despite a downturn in business during 2008, Canyon Creek Cabinet Company's commitment to safety became even stronger during the year. The company realized there were safety issues that needed attention and took action, realizing that cost reduction in terms of efficiency could be eaten up by a poor safety record. Manufacturing supervisors conduct daily meetings where by safety incidents and costs are shared with employees. Larger and standardized notice boards with this information were placed in each department to increase visibility and tracking capabilities. A program was also developed to train supervisors in the transportation of an injured worker to a treatment facility. By the end of 2008, the previous six months' accident rate was 52 percent lower than the final six months of 2007. For more information: http://www.canyoncreek.com/.
Valley Medical Center, Renton
The Safety Team at Valley Medical Center had significant success in 2008 with decreased workers' comp injuries, safe patient handling techniques and successful return to work strategies. Success is attributed to the following components: A lift team, which, unlike the typical hospital lift team each has a Bachelor's degree and background in exercise science and ergonomics; purchase and implementation of portable lifts and patient handling devices in early 2008; development of a well defined Safe Patient Handling program and implementation of a comprehensive training program. As this program continues to evolve and improve with input from the staff working directly at the bedside, the safe patient handling program will include ongoing training, annual evaluation of the program, an emphasis on individual care planning for each patient's lifting needs, and more work on injury prevention and fitness programs for employees. For more information: http://www.valleymed.org/.
Certificates of Merit, Continuous Commitment to Workplace Safety
Fluor Hanford, Richland
Safety is the first word in Fluor Hanford's business values. Working in an environment with the most complex industrial, chemical and radiological hazards in the world, Fluor's OSHA recordable rate has improved by over 80 percent since 1996, with the majority of the dramatic improvement occurring in the last five years. Nine Fluor projects at Hanford have earned Star Status recognition in the Department of Energy's Voluntary Protection Program. In 2008, the National Safety Council awarded Fluor Hanford its prestigious Robert W. Campbell Award for its integration of health, safety, and environmental management into its business operations, with special recognition for the extension of its workplace safety program to the community through its Safe at Work...Safe at Home...Safe at School campaign. This outreach include full page ads in the local newspaper, airing public service announcements on the radio, giving employees health and safety-related items such as sunscreen and pedometers, and running a poster contest for local third and fourth graders to share their ideas on how they picture safety. For more information: http://www.fluorhanford.net/.
Honeywell, Redmond
Honeywell Redmond has an exemplary safety program that earned a VPP Star recertification in 2008. Over the course of last year, Honeywell Redmond's injury rates decreased. Mandatory stretch breaks were required for all manufacturing employees; overall safety awareness is improving; leaders and managers are becoming very engaged on health, safety, and environmental issues; there is significantly improved employee reporting of potential injury situations; the company developed a health, safety, and environment video for first time visitors; health, safety, and environmental communications continue improving; a focused effort on reducing repetitive strain injuries and lacerations is under way; and the company provides Save-A-Back Training using grant provided dollars. For more information: http://www51.honeywell.com/honeywell/.
Pacific Power, Yakima
Safety is a cornerstone of Pacific Power's corporate philosophy and daily business practices. As part of an inherently high risk industry, it is constantly striving to improve its work practices and environments to provide the safest conditions for employees at all times. In 2008, Pacific Power advanced its safety programs significantly, focusing specifically on the causes and ways of reducing preventable vehicle accidents; improving programs to help employees identify health concerns and take proactive steps to improve their near and long term health; and promoting safety education for employees, contractors and the company's many industry and community partners. As a result of Pacific Power's efforts, it reduced its number of OSHA-recordable incidents in Washington by 17 percent. For more information: http://www.pacificpower.net.
Job Training and Advancement
Companies with fewer than 25 employees
Andelcare, Bellevue
Andelcare, a private home health care provider in King County, offers numerous development and continuing education programs for its staff to help develop their caregiving skills. Andelcare is a proud member of The Senior's Choice Network, which offers support and on-going training for senior care companies across the nation. The Senior's Choice Certified Companion Aide (CCA) program ensures that Andelcare's caregivers are the most highly trained in the industry. Andelcare leads the industry in training since it is the exclusive local provider of the CCA program. This intensive training regime includes the study of 19 essential subjects, including communication, personal care, mental health and illness, disability issues and nutritional needs of the elderly. Andelcare's caregivers are totally committed, highly qualified and carefully selected individuals who are personally and thoroughly screened, bonded and insured. For more information: http://www.andelcare.com/.
Job Training and Advancement
Companies with 26-100 employees
Fast Transact, Inc., Lacey
Fast Transact incorporates employees' ideas and suggestions into its overall plan for growth and gives its staff the opportunity to step into positions of responsibility or authority based on their personal growth within the company. Fast Transact meets employee needs in many ways, including allowing staff to bring their children to work on days when school starts late, lets out early, or when it is closed due to snow; providing flexible work hours and job sharing opportunities; medical, dental, vision and alternative health care benefits; a 401 (k) program; training and continuing education opportunities; staff development seminars; and recognition and awards for excellence in performance. Fast Transact employees feel their company cares and listens to them without fear of reprimand or job loss. Fast Transact believes loyalty is a two way street. Any employee who shows commitment to a long-term relationship with Fast Transact will discover the company's strong commitment to helping them achieve their personal and professional goals. For more information: http://www.fasttransactonline.com.
Job Training and Advancement
Companies with 101 - 250 employees
Pacific Crest Industries, Sumner
Pacific Crest Industries learned early on to train its employees and to train them well; and to stimulate opportunities for growth within the business as well as on a personal level. Pacific Crest hires on attitude and aptitude, not just job experience. If the applicant has the right attitude and basic abilities, the company can train. The company also prefers to hire within, providing current employees first opportunity for job advancement and growth. Pacific Crest uses an individualized training matrix for each job description and position. This provides the employee with a record of achievement, growth and personal success. The company encourages education, which ultimately leads to advancement. Educational seminars are paid for as long as they relate to job positions, and the company provides reimbursement for outside education based on relevance to current or future job positions being pursued by the employee. Cross training is provided by the company's internal Pacific Crest University. For more information: http://www.pacificcrestindustries.com/.
Job Training and Advancement
Companies with 250+ employees
Port Townsend Paper Corporation, Port Townsend
A partnership between Port Townsend Paper and Peninsula College made it possible for the company to address two critical needs: Developing a pool of skilled applicants in addition to providing accelerated training for current employees who have rapidly advanced to higher level positions. Working with the college, Port Townsend Paper developed an entry level manufacturing course of study to be offered to people in the community who had an interest for preparing themselves for a position in the manufacturing sector. A second course was developed for training for incumbent workers in Microsoft Project and Excel, finance for non-financial managers, as well as a Pulp & Paper 101 course for new employees to familiarize them with the entire process utilized in their new work setting. So far Port Townsend Paper's employees have received 550 hours of quality, customized training while, in the greater community, a larger pool of potential manufacturing employees have been developed. For more information: http://www.ptpc.com/.
Certificates of Merit, Job Training and Advancement
Columbia Analytical Services, Inc., Kelso
Realizing that its employees are its most important asset, Columbia Analytical Services strives to keep its staff up-to-date and knowledgeable about the company, trained and recognized in innovative ways, including: Employees own approximately 78 percent of the company, which provides not only an additional retirement benefit to CAS employees, but also instills a sense of pride and ownership in the company's success; monthly distribution of three company newsletters that respectively help employees understand CAS' financial status and goals, its benefit and human resource policies, and how to be safe on the job; a quarterly newsletter devoted to keeping employees abreast of company human resource benchmarks including hiring, turnover, and participation in CAS' 401 (k); great monetary bonuses for high performing employees; service awards given to employees on their third anniversary of employment at CAS; an external ombudsman system; the posting of all regular status job openings on the company website; and a requirement that CAS employees participate in 16 hours of company-paid continuing education per year. For more information: http://www.caslab.com/.
Volt Workforce Solutions, Federal Way
Volt provides its employees with the temporary staffing industry's most wide-ranging and professionally rewarding training programs, staffed by 28 full-time employees. Volt's training provides every employee with the knowledge, experience and skills to continue growing both personally and professionally throughout their careers. Volt's in-house workers receive 50 hours of training annually and participate in regular, indepth sessions that can encompass new tools and concepts, refreshing old skills, or human resources seminars. The company's contingent workers can enhance their skills between assignments through a strategic partnership with New Horizons Computer Learning Centers and with its own in house Volt Technical Education division - a recognized leader in technical training and development, which offers technology and technical certification courses. In 2008, Volt delivered an estimated $2,400 in technical training per employee. In addition to VTE, Volt uses Six Sigma business methodologies across its entire organization to improve quality and concentrate on those aspects of service delivery most important to its customers. As a leading talent provider, Volt's people are its biggest asset, and ongoing education is a powerful tool that enables the company to build and maintain a successful organization. For more information: http://www.volt.com/.
Certificate of Merit, Continuous Commitment to Job Training and Advancement
Schweitzer Engineering Labs, Inc., Pullman
Schweitzer Engineering Labs provides new employees with training designed to help them acclimate and thrive in their new environment. SEL provides all supervisors and managers with a training plan template that allows the supervisor to develop a plan for each specific employee while giving the employee an opportunity to assume responsibility for individual growth. SEL also provides English as a Second Language courses to both its employees and to the people of Pullman as a community service. Specific to educational goals, SEL offers a mentor program and career exploration assistance to individuals actively pursuing and participating in its Path to Your Future educational assistance program. SEL also has a very unique alliance with Pullman High School, providing the full cost of a teacher and all class support to include labs and projects where students gain fundamental understanding of electronics. SEL also provides an industry training center - SEL University - with multiple tracks of both power system fundamentals and product application courses, both in classroom and online. In addition, the company is investigating the development of a program of advanced training, educational support and workforce readiness skills. For more information: http://www.selinc.com/.
University Mechanical Contractors, Inc., Mukilteo
Unlike most companies, University Mechanical Contractors does not conduct formal yearly performance reviews. Instead, UMC has adopted an innovative employee development system that significantly motivates employees. Catalytic Coaching is a system combining coaching, the facilitation of one's learning and performance development, with significant change or action (catalysis). It's a system that promotes and encourages growth, which in turn brings out the best in people. Catalytic Coaching focuses on the future and allows the employee to outline their own goals of development. The manager takes on the role of a coach, rather than a judge, and assists the employee with developing a plan to achieve their goals. Instead of criticizing, critiquing, and grading, managers praise contributions and give clear instruction on any issues. Managers also make recommendations when employees are deserving of a promotion. For more information: http://www.umci.com/.
Innovative Benefit and Compensation Programs
Companies with fewer than 25 employees
Group Services Northwest, Tacoma
Group Services Northwest is proud to run a family friendly workplace. As a business with many young mothers on its payroll, Group Services Northwest schedules its employees working hours so they can take their children to school and pick them up when school lets out, so no child is left alone or in daycare. Although salaries are set at 40 hours per week, no one actually works those full 40 hours, but the employees are so motivated that the company gets the equivalent of 50 or 60 hours in productivity from them. No one is questioned about taking sick leave - the company knows its employees only take time off if they absolutely need it, other employees cover for the missing person, and any work or projects that need to be made up always are taken care of. The company pays the full premium for group medical, dental, vision, and life and disability plans for both the employee and any eligible dependents. In addition, the company's retirement plan matches to 100 percent of the first 4 percent of pay. The company's cost of living increases have never been less than 3 percent, and in several years it was 5 percent. Finally, Group Services Northwest's unique vacation policy provides for a third week of vacation after five years of service and four weeks after 10 years. The company's goal is to ultimately provide all paid cruises for employees with 20 years of service and their spouses. For more information: http://www.burnleywilson.com/.
Innovative Benefit and Compensation Programs
Companies with 26-100 employees
Cascade Gasket & Manufacturing, Kent
Cascade Gasket provides its employees and their family members living under the same roof with a unique health and wellness benefit. The company offers a free membership at Vision Quest Sport & Fitness with a catch - membership is only free to those employees who actually use the gym facilities at least one each month per pay period. Otherwise, the fee is deducted from the employee's pay. This provides employees with a financial incentive for actually going to the gym. In addition, Cascade Gasket is in the process of developing a fitness room on its own property. With 25 percent of the employees participating, the premium savings associated with reduced claims has allowed Cascade Gasket to employees.
Innovative Benefit and Compensation Programs
Companies with 101-250 employees
McCarthy Finance, Inc., Lynnwood
McCarthy Finance is a family-owned business. A feeling of family and interdependence influences the way employees are treated. Among the benefits enjoyed by McCarthy employees are two options for medical dental, and vision coverage; insurance coverage, including half of child coverage paid by the employer; employer-paid life insurance of 420,000 with an option to buy more; voluntary supplemental insurance through Aflac; 401 (k) offered after one year of employment; seven paid holidays per year plus paid birthday along with any hours worked on Christmas or Christmas Eve at time and one half; paid time off, employee referral bonuses, monthly food and beverage allowances, $1,000 paid trips on first anniversary of employment and 2,500 paid on 10th anniversary; company paid bus passes; and fun-filled company events are among the company's other benefits. No wonder McCarthy received NW Jobs.com People's Picks '08 Awards in the categories of best benefits and most unusual perks. For more information: http://www.check-masters.com/.
Wacom Technology Corporation, Vancouver
Wacom provides a great selection of programs to its employees. Beyond its free health and dental care, 401(k) contribution, assistance for continuing education, advancement opportunities and competitive salaries, Wacom, which has had double digit growth each year since 1989, boasts a generous bi-annual profit-sharing program that is contingent upon the company reaching its financial goals. Wacom's Paid Time Off program is unique in that it does not separate sick and vacation time. Employees receive three weeks of PTO during their first five years of service and five weeks following that. Healthy employees are rewarded by being able to use their PTO toward vacation. A unique aspect of the program is the ability to donate PTO to those employees who are in need of extended time off. Wacom also builds a sense of community through such practices as bringing together two groups of randomly chosen employees at a paid lunch where they can get to know one another outside of the work setting. Without a doubt, Wacom truly is a great place to work. For more information: http://www.wacom.com.
Innovative Benefit and Compensation Programs
Companies with 250+ employees
Lane Powell PC, Seattle
Lane Powell provides generous allowances for paid time off enable employees to rejuvenate their spirit, cultivate hobbies and spend time with their families. The firm is committed to providing employees with a healthy balance between personal and professional commitments. Flexible schedules are a common practice for working parents and there are a high number of successful job-share arrangements at Lane Powell. Management is also supportive of employees who need to attend personal matters during the day, whether it's a sick child or a doctor's appointment. Barbecues, celebrations and ice cream socials are common occurrences at Lane Powell, and each year all employees are invited to a summer picnic and an off-site formal party in December. Lane Powell rewards longevity at the firm. Based on their years of service, employees receive a great variety of bonuses in addition to other bonuses distributed throughout the year and a holiday gift. For more information: http://www.lanepowell.com/.
About the Association of Washington Business
Formed in 1904, the Association of Washington Business is Washington's oldest and largest statewide business association, and includes more than 6,500 members representing 650,000 employees. AWB serves as both the state's chamber of commerce and the manufacturing and technology association. While its membership includes major employers like Boeing, Microsoft and Weyerhaeuser, 90 percent of AWB members employ fewer than 100 people. More than half of AWB's members employ fewer than 10. For more about AWB, visit www.awb.org.
