Review the application - Alliance for Work-Life Progress

Alliance for Work-Life Progress (AWLP)Work-Life Seal of Distinction Sample ApplicationUse this sample application for review prior to submitting the online form.DemographicsContact InformationNameTitle/FunctionOrganizationStreet AddressCity/State/ZIPPhoneE-mailCompany Website1. Type of Organization• Private sector - publicly traded (i.e., on NASDAQ, S&P, etc.)• Private sector - privately held (e.g., professional services firms, LLP, LLC, etc.)• Public sector2. Industry• Advertising, Marketing• Aerospace and Defense• Airlines• Apparel• Automotive Retailing, Services• Beverages• Chemicals• Commercial Banks• Computer Peripherals• Computer Software• Computers, Hardware• Construction and Farm Machinery• Diversified Outsourcing Services• Education• Electronics, Electrical Equipment and Components• Energy• Engineering, Construction• Entertainment• Financial Services• Food (Groceries)• Food Consumer Products• Food Production• Food Services• Forest and Paper Products• General Merchandisers• Health Care: Medical Facilities• Health Care: Pharmacy and Other Services

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATION• Home Equipment, Furnishings• Homebuilders• Hotels, Casinos, Resorts• Household and Personal Products• Industrial Machinery• Information Technology Services• Insurance• Internet Services and Retailing• Mail, Package and Freight Delivery• Media, Publishing, Printing• Medical Products and Equipment• Metals• Mining, Crude-Oil Production• Motor Vehicles and Parts• Network and Other Communications Equipment• Oil and Gas Equipment, Services• Packaging, Containers• Petroleum Refining• Pharmaceuticals• Professional Services• Railroads• Scientific, Photographic and Control Equipment• Securities• Retail• Telecommunications• Temporary Help• Tobacco• Transportation and Logistics• Trucking, Truck Leasing• Utilities: Gas and Electric• Waste Management• Wholesalers• Other (Describe )3. Number of U.S. employees• 1-50• 51-99• 100-499• 500-2,499• 2,500- 9,999• 10,000 –19,999• 20,000 – 49,999• 50,000 +4. Number of U.S. work sites:5. Number of work sites outside of the U.S.:6. Number of employees outside the U.S.• None• 1-50• 51-99• 100-499• 500-2,499• 2,500- 9,999• 10,000 –19,999• 20,000 – 49,999• 50,000 +2

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATIONAWLP Work-Life Seal of Distinction Checklist_Has your organization received this recognition in the past? If yes, what year(s)?Caring for DependentsInstructions: Please check all of the options your organization currently provides1. ChildcareAt least one of the first five of the following practices are required:• On-site childcare center• Near-site childcare center• Childcare subsidies• Back-up childcare (center-based / in-home)• Childcare resource & referral services• On-site or sponsored holiday camps• On-site or sponsored summer camps• Other (please specify)2. Parenting• On-site or virtual caregiver support group• Parenting seminars/webinars• Lactation support services (e.g., education, lactation consultants, mother’s rooms)• Support for grandparents raising kids• Resource and referral services• Take Our Children to Work Day• Special programs for teens/tweens• Other (please specify)3. Eldercare• Near-site eldercare• Eldercare resource & referral services• Back-up eldercare (center-based / in-home)• On-site geriatric counseling for employees• Geriatric counseling• In-home eldercare assessments• Other (please specify)Comment (100 words or less)(Use to explain anything additional or innovative about your organization’s support for dependent care )Health & WellnessPlease check all of the options your organization currently provides1. GeneralAt least two of the following practices are required:Employee Assistance Program• Health care spending account• On-site medical clinic or nurse• On-site fitness center• On-site fitness classes3

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATION• Fitness related subsidies• Health coaching• Health advocacy program• On-site immunization clinics• Other (please specify)2. Education• On-site wellness seminars or online webinars• Nutritional counseling on-site or covered by medical plan• Other (please specify)3. Health Assessments• Health Risk Assessment (HRA)• Biometric screenings• Other (please specify)4. Other Health and Wellness Options• Healthy food options (cafeteria, meetings, vending machines, etc.)• On-site massage• Health fairs (on-site or virtual)• Other (please specify)Comments (100 words or less)(Use to explain anything additional or innovative about your organization’s support for health and wellness)FlexibilityPlease check all of the options your organization currently provides1. Workplace Schedule and LocationAt least four of the following practices are required:• Flextime: Ability to adjust work day start and end times• Telework: Working from an at-home or other remote office• Alternative worksites: Shared, remote workspaces outside of company locations established specifically forteleworkers• Hoteling: Designated shared workspaces at a company location available to employees who work remotely, butoccasionally come into the office• Compressed workweek: Full-time options that enable employees to work longer days for part of a week or payperiod in exchange for shorter days or a day off during that week or pay period• Seasonal schedules (e.g., summer hours)• Part-time/Reduced work schedules• Job Sharing: Full-time position shared by two people, each working part-time hours with prorated benefitcoverage• Shift changes for hourly workers: Employees may trade, pick-up or drop shifts• Phased return-to-work after FMLA-eligible leave• Annualized hours: Part-time or full-time employees' number of hours worked are calculated on an annual basis asopposed to weekly, thus enabling flexibility in scheduling blocks of time off, such as summer months• Other (please specify)4

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATION2. Addressing/Preventing Work OverloadAt least one of the following practices is required:• Results-based work environment• Business travel policies enabling families to occasionally accompany employees• Outreach to family in response to unavoidable employee overwork (e.g., letter/gift card to spouse/partner, mealdelivery to the home, etc.)• Technology is used to establish “on/off” boundaries to work• Policies or practices that address scheduling or workload issues for hourly workers• Other (please specify)3. Career FlexibilityAt least one of the following practices is required:• Employees can move in and out of your employment over their career life cycle• Mechanism in place for scaling intensity of work up and down in response to temporary life events• Retiree Job Corps: Enabling retirees to work on short-term, temporary projects• Phased retirement• Sabbaticals (paid or unpaid)• Other (please specify)4. Infrastructure to Support Workplace FlexibilityAt least three of the following practices are required:• Work-Life, cultural or flexibility needs assessment conducted within the past three years, or related questionsincluded on an employee engagement survey• HR systems support flexible staffing (e.g., adaptable FTE headcount policy)• Time tracking & scheduling systems support flexible staffing• Manager flexibility education and training (standalone or incorporated into other training)• Employee flexibility education and training• Managers held accountable: Performance management outcomes/rewards are aligned with flexibility goals• Flexibility efforts aligned with other department functions (e.g., Facilities, Real Estate, IT)• Flexibility metrics: Utilization and outcomes of workplace flexibility are measured (qualitative and quantitative)• Workplace flexibility success stories are collected and communicated on a ongoing basis• Other (please specify)Comments (100 words or less)(Use to explain anything additional or unusual about your organization’s support for workplace flexibility and reducingwork overload)Financial Support For Economic SecurityPlease check all of the options your organization currently providesAt least three of the following practices are required:• Flexible benefit options ("Cafeteria" plans that allow maximum individual choice)• Adoption reimbursement• Tuition reimbursement• Personal financial planning services (seminars, access to financial planners, etc.)• College scholarships for employees’ children• 529 Plan support/administration• Employee discount programs5

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATION• Pre-tax commuter benefits/Transportation subsidy• Personal tax services• Legal issue consultation• 401(k) match• Other (please specify)Comments (100 words or less)(Use to explain anything additional or unusual about your organization’s support for the financial and economic security ofyour employees)Paid and Unpaid Time OffPlease check all of the options your organization currently provides1. GeneralAt least four of the following seven practices are required:• Paid leave (personal/sick days/paid time off)• Paid holidays• Ability to use paid sick time to care for dependents• Short-Term Disability (STD)• Long-Term Disability (LTD)• Unpaid leave of absence with job guarantee (FMLA or beyond)• Paid or unpaid time off for military reservists to fulfill their duties2. Paid Family Leave for New Parents• For mothers (in addition to STD)• For fathers (paternity leave)• For adoptive and foster parents3. Other Paid Time Off Practices• Paid caregiver leave• Leave donation program (giving the gift of time to colleagues in need)• Ability to buy and sell time off• Ability to use sick leave in advance of accrual• Other (please specify)Comments (100 words or less)(Use to explain anything additional or unusual about your organization’s support for paid and unpaid time off)Community InvolvementPlease check all of the options your organization currently providesAt least one of the following practices is required:• Community volunteer program• Paid time off to volunteer• Charitable fundraising programs (e.g., Combined Federal Campaign (CFC), United Way drive, etc.)• Program to assist military personnel reintegrating into civilian workforce• Matching gift program6

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATION• In-Kind donation opportunities• Employee grants for community service work (e.g., Dollars for Doers, etc.)• Disaster relief fund• Employee alumni or retiree network volunteer activities• Organizational support for youth programs / Other charities• Public/Private partnerships (with work-life advocacy organizations that benefit employees, e.g., Corporate Voicesfor Working Families, Junior Achievement, Habitat for Humanity, etc.)• Other (please specify)Comments (100 words or less)(Use to explain anything additional or unusual about your organization’s support for community involvement)Transforming Organizational CulturePlease check all of the options your organization currently providesAt least two of the following practices are required:• Diversity and inclusion initiatives• Women’s advancement initiatives• Efforts to engage men in work-life initiatives• Employee affinity/network/resource groups• Work redesign initiatives• Team effectiveness training• Work environment/culture change initiatives (e.g., Results Only Work Environment, Best Place to Work initiatives,etc.)• Promotion of National Work and Family Month (October)• Other (please specify)Comments (100 words or less)(Use to explain anything additional or unusual about your organization’s culture change efforts)In support of your application, please complete the following section:Work-life initiatives are highly influenced by organizational culture (and vice versa). The responses to the followingquestions will help us better understand the larger context in which your unique work-life portfolio operates and competesfor organizational resources.1. What methods does your organization use to communicate with employees about the work-life support available tothem? (Check all that apply)• Employee intranet• Leadership messages• Newsletter• Bulletin boards• Mass email• Staff meetings• Social media• Internal blogs• Direct mail• Total rewards statements• Employee handbook• Recruiting brochures• Benefits packets7

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATION• HR portal• Pay stubs• New Employee Orientation• Other2. How often do you communicate with your employees about supportive work-life programs?• Annually• Monthly• Weekly• Daily• Other3. How do you measure and account to leadership about the impact of your organization’s investment in any (or all) of thecategories of your work-life portfolio? (Check all that apply)• We apply accounting measures to work-life initiatives (measure impact on the bottom line)• We benchmark by applying for awards, lists and recognition such as this• We conduct a needs assessment when appropriate• We analyze availability of policies/programs/practices• We analyze utilization of policies/programs/practices• We use a value-added approach, establishing a link with other business strategies• We conduct an evaluation to explore whether or not programs are meeting expectations• We examine the impact of work-life programs on the employees using them, as well as supervisors and coworkers• We measure the impact on external stakeholder relationships, looking for positive impacts on customers,business partners, vendors and shareholders• None of the above• Other; please specify:4. What are the business drivers for providing work-life support for your employees? (Select as many as apply)• Recruitment of valued talent• Retention of valued talent• Increased productivity• Better health outcomes• Greater employee satisfaction• Higher levels of engagement• Goodwill (company reputation enhancement among employees and/or community, etc.)• Employer of Choice strategy• Other (please describe)5. How would you describe the level of commitment/buy-in for work-life support from senior leadership at yourorganization?• Very high commitment• High commitment• Average commitment• Low commitment• Very low commitment6. How much do you estimate you spend each year on your total work-life portfolio?• As a percentage of the HR (or other budget)• $$ amount (approximate)• Other method of calculation that you employ (describe )7. How much do you estimate that you save (each year or other appropriate time period) as a result of this investment?$per8

AWLP WORK-LIFE SEAL OF DISTINCTION APPLICATION8. What is your best estimate of the return on investment (ROI) for any specific work-life program in which you invest?(Consider voluntary turnover avoided, absenteeism prevented, improved health outcomes, increases in productivityor engagement, etc.)• Program:• I’m 90% sure our ROI is at least % or ratio (e.g. $3 saved per $1 spent)• I’m 90% sure our ROI is at most % or ratio (e.g. $3 saved per $1 spent)9. Tell us about the configuration of your HR team:• How many people work in HR at your organization?• How many of them are certified by external accreditation (e.g., WorldatWork, SHRM, health promotion or wellnessorganization)?• Does anyone i n y o u r o r g a n i z a t i o n have a work-life title and/or work-life certification (Work-Life CertifiedProfessional (WLCP)designation)?o If “yes,” how many people?• Regardless of title, does any one specialist (or team of specialists) have overall responsibility for the work-lifeportfolio?o YesooNoAlmost: work-life strategy, programs and budget are distributed among multiple HR functionsand practitioners, but centrally monitored10. Has your organization received any other work-life, culture, diversity or innovative “best practice” awards?• Yes• No• Don’t Know11. If “yes,” Please indicate the award(s) your organization has earned within the past two years:• Fortune 100 Best Companies to Work For• 100 Best Companies for Working Mothers• AARP Best Companies for Workers Over 50• Alfred P. Sloan Award for Excellence in Workplace Flexibility (aka When Work Works)• Best Places to Work in the Federal Government• Corporate Equality Index – Human Rights Campaign• American Psychological Association’s Psychologically Healthy Workplace Award• Other (please specify)Please indicate your preferences with respect to having your organization specifically mentioned (required)I agree to have our organization publicized as a recipientI prefer not to have our organization publicized as a recipientIf you have questions regarding the process, feel free to contact Jessica Burrus atjessica.burrus@worldatwork.org.9