Highlights of 2009 Winning Strategies
Retirees of Intel enjoy some of the same health benefits as current workers. In response to employee feedback on its 2005 eldercare survey, Intel now offers access to long-term-care insurance. Workers nearing retirement can take classes to help them plan for retirement. Retirees can return to Intel; the company rehires them in various work capacities. Retirees also have discounts on Intel products and can also use the Intel employee-discount program.
Workplace Culture and Continued Opportunities: During the past 12 months, 100 percent of employees took advantage of Intel’s professional-development programs, which the company offers to full- and part-time employees who work 20 hours per week or more. These learning opportunities include tuition reimbursement, in-house classroom training, online training, and certification classes. Over the past 12 months, the average number of hours each employee spent in training was 36.
Intel celebrates its employees' long-service anniversaries with announcements, awards, or parties.
In the past three years, Intel implemented Life Event Leave, which allows employees to take up to 12 weeks of unpaid leave to manage family responsibilities or life events not covered by the company's family or personal leave benefits.
Intel also developed an eldercare/caregiving intranet site to cover related topics, caregiver training, and insurance information. Intel has used the results of its employee-opinion surveys to support new policies, such as providing long-term-care insurance and developing a Flexibility Report, which is a resource guide for managers and employees.
The company also offers workers several opportunities to gain new experiences and job skills through temporary assignments in other departments, team projects, and formal job rotations.
Intel accommodates employees with medical needs or disabilities through ergonomic assessments, workspace adjustments, and supplying employees with necessary equipment to do their job comfortably.
Benefits/Health: Intel employees who work full- or part-time at least 20 hours per week can enroll in the company's individual and family medical, prescription-drug, vision, dental, long-term-care, and short- and long-term disability coverage. Intel helps employees cover their out-of-pocket health-care costs through health reimbursement accounts (HRA), health savings accounts (HSA), and health flexible spending accounts (FSA). Retirees of Intel, both those under and above age 65, have access to some of the same benefits as current workers, including individual and spousal medical, prescription-drug, vision, and long-term-care coverage. Intel also established a sheltered employee retirement account for eligible retirees, where they can purchase specific medical services.
Benefits/Financial: Full- and part-time employees who work at least 20 hours per week are eligible to participate in the company’s defined-benefit plan, 401(k) plan, and its stock-option, profit-sharing plan. Intel automatically enrolls all new hires in the defined-contribution plan. Employees can invest in life-cycle funds based on ages and closeness to retirement, and those ages 50 and older are able to make "catch-up" contributions.
Representatives of the firm that administers the 401(k) plan provide financial planning information and training to Intel employees. Specifically, the company offers five ongoing financial-planning workshops at each of its sites. Intel also hosts virtual training opportunities.
The company offers a class targeted to workers nearing retirement. The class teaches employees how to manage the risks they face in retirement and to build sound income plans. Intel allows an employee unpaid leave of absence to care for a child or family member.
Both full-and part-time workers at Intel can take advantage of its wellness benefits, including flu shots, health screenings, health-risk appraisals, a smoking-cessation program, fitness-facility discounts, physical-activity programs, a weight-loss program, stress-management training, and their Health for Life wellness program. In the past 12 months, 68 percent of all workers engaged in at least one wellness-related program or benefit.
In addition, between 2007 and 2008, there was an 18 percent improvement in the health-risk assessments of a group of employees whose progress was tracked.
Intel provides all of its employees referral services to help them find children, grandchildren, and eldercare. The company also offers backup services for child care and for grandchild care. Employees at Intel have access to near-site childcare centers and can get reimbursed up to $50 per day per year, up to $250, for backup childcare.
Benefits/Alternative-Work Arrangements: Flextime, job-sharing, and telecommuting are available to full- and part-time employees who work at least 20 hours per week. Full-time employees who work at least 30 hours per week can work compressed schedules and have the opportunity to move to part-time work on a permanent or temporary basis.
Opportunities for Retirees: Intel currently has 3,021 retirees and a person on staff who has direct responsibility for relations with them. The company stays connected to its retirees through regular communications, a retiree Web site, and quarterly newsletters. Intel also offers its retirees discounts on organization products and maintains a contact list of retirees who are available to work. Retirees can take temporary work assignments and fill full- and part-time positions at Intel.
Retirees of Intel enjoy some of the same health benefits as current workers. In response to employee feedback on its 2005 eldercare survey, Intel now offers access to long-term-care insurance. Workers nearing retirement can take classes to help them plan for retirement. Retirees can return to Intel; the company rehires them in various work capacities. Retirees also have discounts on Intel products and can also use the Intel employee-discount program.
Workplace Culture and Continued Opportunities: During the past 12 months, 100 percent of employees took advantage of Intel’s professional-development programs, which the company offers to full- and part-time employees who work 20 hours per week or more. These learning opportunities include tuition reimbursement, in-house classroom training, online training, and certification classes. Over the past 12 months, the average number of hours each employee spent in training was 36.
Intel celebrates its employees' long-service anniversaries with announcements, awards, or parties.
In the past three years, Intel implemented Life Event Leave, which allows employees to take up to 12 weeks of unpaid leave to manage family responsibilities or life events not covered by the company's family or personal leave benefits.
Intel also developed an eldercare/caregiving intranet site to cover related topics, caregiver training, and insurance information. Intel has used the results of its employee-opinion surveys to support new policies, such as providing long-term-care insurance and developing a Flexibility Report, which is a resource guide for managers and employees.
The company also offers workers several opportunities to gain new experiences and job skills through temporary assignments in other departments, team projects, and formal job rotations.
Intel accommodates employees with medical needs or disabilities through ergonomic assessments, workspace adjustments, and supplying employees with necessary equipment to do their job comfortably.
Benefits/Health: Intel employees who work full- or part-time at least 20 hours per week can enroll in the company's individual and family medical, prescription-drug, vision, dental, long-term-care, and short- and long-term disability coverage. Intel helps employees cover their out-of-pocket health-care costs through health reimbursement accounts (HRA), health savings accounts (HSA), and health flexible spending accounts (FSA). Retirees of Intel, both those under and above age 65, have access to some of the same benefits as current workers, including individual and spousal medical, prescription-drug, vision, and long-term-care coverage. Intel also established a sheltered employee retirement account for eligible retirees, where they can purchase specific medical services.
Benefits/Financial: Full- and part-time employees who work at least 20 hours per week are eligible to participate in the company’s defined-benefit plan, 401(k) plan, and its stock-option, profit-sharing plan. Intel automatically enrolls all new hires in the defined-contribution plan. Employees can invest in life-cycle funds based on ages and closeness to retirement, and those ages 50 and older are able to make "catch-up" contributions.
Representatives of the firm that administers the 401(k) plan provide financial planning information and training to Intel employees. Specifically, the company offers five ongoing financial-planning workshops at each of its sites. Intel also hosts virtual training opportunities.
The company offers a class targeted to workers nearing retirement. The class teaches employees how to manage the risks they face in retirement and to build sound income plans. Intel allows an employee unpaid leave of absence to care for a child or family member.
Both full-and part-time workers at Intel can take advantage of its wellness benefits, including flu shots, health screenings, health-risk appraisals, a smoking-cessation program, fitness-facility discounts, physical-activity programs, a weight-loss program, stress-management training, and their Health for Life wellness program. In the past 12 months, 68 percent of all workers engaged in at least one wellness-related program or benefit.
In addition, between 2007 and 2008, there was an 18 percent improvement in the health-risk assessments of a group of employees whose progress was tracked.
Intel provides all of its employees referral services to help them find children, grandchildren, and eldercare. The company also offers backup services for child care and for grandchild care. Employees at Intel have access to near-site childcare centers and can get reimbursed up to $50 per day per year, up to $250, for backup childcare.
Benefits/Alternative-Work Arrangements: Flextime, job-sharing, and telecommuting are available to full- and part-time employees who work at least 20 hours per week. Full-time employees who work at least 30 hours per week can work compressed schedules and have the opportunity to move to part-time work on a permanent or temporary basis.
Opportunities for Retirees: Intel currently has 3,021 retirees and a person on staff who has direct responsibility for relations with them. The company stays connected to its retirees through regular communications, a retiree Web site, and quarterly newsletters. Intel also offers its retirees discounts on organization products and maintains a contact list of retirees who are available to work. Retirees can take temporary work assignments and fill full- and part-time positions at Intel.
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