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2004 CCH Unscheduled Absense Survey

2004 CCH Unscheduled Absence Survey

Work-Life Case Study

Flexible Culture Helps IT Employees Balance Work and Family

The rate of unscheduled absenteeism has climbed to a five-year high of 2.4 percent, according to the 2004 CCH Unscheduled Absence Survey. The survey also notes that many workers typically use unscheduled time off to take care of family issues, personal needs and stress. Now, more than ever, employers need to help their employees balance work and family life so workers can be as satisfied and productive in the workplace.

One employer that has built a culture of helping employees achieve work-life balance is SunGard SCT Inc. (www.sungardsct.com). Located in Malvern, Pennsylvania, the company is a provider of software and services for higher education. The firm’s products help institutions create the Unified Digital Campus, an environment in which systems, individuals and communities can interact seamlessly for learning, teaching and administration.

Its HR best practices have been so successful that the company was named one of the “100 Best Places to Work in Pennsylvania” in 2000, 2001 and 2002. Jeff Cottle, senior vice president of Human Resources, says the company management’s philosophy about investing in work-life benefits is that it is essential for all employees to effectively balance their home and work schedules.

Line managers play an important role

SunGard SCT has nurtured a culture of flexibility, in part, through its work schedules, benefits and leave policies in an effort to help employees achieve work-life balance. And its line managers play a key role in implementing the policies and helping to build the culture.

“Because we believe that flexibility is a key component in SunGard SCT’s culture, we encourage our managers to ‘manage the work, not the clock’ and structure their employees’ performance plans so the employee and the manager can tell by the outcome - not by the time spent on a project - when goals have been achieved,” said Cottle. “Managers can offer flexible start or end times as long as a core set of hours is covered and we give employees the freedom to adjust their schedules.”

Benefits are designed for work-life choices

SunGard SCT offers employees a benefits package designed to provide choices for employees and the various life stages in which they find themselves. Cottle explained, “Our employee population consists of singles and married couples, employees who have children and those who don’t, employees who are planning for retirement, and some who are just starting their careers. Some employees deal with childcare and eldercare issues. We also have full-time, part-time and remote employees with various needs.”

Options include generous group benefits, plus opportunities to purchase additional insurance for spouses and children. The company also makes it easy for employees to access forms and information remotely.

Work-life benefits are a priority

Management’s philosophy is that it is essential for all employees to effectively balance their home and work-life schedules. To help achieve that balance, the company allows managers to work with employees to offer telecommuting options, compressed workweeks and part-time hours when and where it makes sense.

The company also offers a work-life balance program through Carebridge, the firm with which SunGard SCT partners for its Employee Assistance Program (EAP) program. Employees can consult with one of Carebridge’s qualified specialists or access materials from its 1,000-publication work-life library. All literature is free, paid for by SunGard SCT. Employees, members of their household and any dependents are eligible.

SunGard SCT’s flexible spending plan benefit includes one for healthcare and one for dependent care. Employees can contribute, on a pretax basis, up to $5,000 for dependent care and $2,000 for healthcare expenses.

In addition, the company offers a variety of discounts to employees, from cell phones to theme parks, to help workers save money.

“We’re proud that our flexible culture is a tremendous benefit for our employees striving to balance work and family,” Cottle said.

Managing leave means flexibility

SunGard SCT recognizes that employees will need time off to rest, to attend to personal matters, and to commemorate national, local and religious celebrations. Cottle noted that time off also helps to enhance productivity, boost morale and relieve stress. As a result, the firm maintains a paid time off (PTO) program that provides the opportunity for employees to schedule and manage their time off needs as well as to provide the company with the ability to establish scheduled time off that meets business objectives.

PTO consists of a combination of accrued vacation time, holidays, and personal days. The allocation and types of days are subject to business objectives and when appropriate, client-operating schedules. Total PTO amounts are determined by the employee’s length of service with the company.  Other time off is provided as described below.

·         Holidays. The standard holiday schedule consists of eight scheduled days off. 

·         Vacation. Vacation time is accrued subject to an employee’s length of service as follows:

·         Sick Time. Appropriate uses of sick time include situations related to the health of the employee and the employee’s dependent child, spouse or aged parent. Employees may accumulate up to a total of 90 days. 

·         Worker’s Compensation. Employees are covered for any work-related injuries. 

·         Maternity Leave. Postpartum Time Off will be provided for eight weeks or until the employee is medically released, whichever is later.

·         Bereavement. Regular employees receive five days off for a death in the immediate family and one day off for a death in the extended family.

·         Jury Duty. SunGard SCT will grant time off with full pay to regular employees for jury duty.

·         Personal Leave of Absence. The firm recognizes that situations of a personal nature may arise that may require the employee to take an extended period of time off from work, and therefore may grant a Personal Leave of Absence for up to six months for workers who have been employed for at least one continuous year. 

·         Military Reserve Duty Leave. The company will grant a leave of absence to fulfill military obligations in accordance with federal and state law.

Employees are part of the solution

SunGard SCT has developed a corporate culture of flexibility to help its employees achieve the work-life balance that so often tugs at the few hours employees have available to give each day. But the firm’s management knows that a company can only do so much; each individual has ownership of his or her own actions and values. That’s why the company’s strategy includes recruiting the right people for the job and the culture.

“The most powerful inspiration comes from within,” concluded Cottle.

    For information about the 2004 CCH Unscheduled Absence Survey or to speak with a CCH workplace expert, please contact
 
Leslie Bonacum
mediahelp@cch.com
847-267-7153

Neil Allen
allenn@cch.com
847-267-2179
   


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