Q: Our company has been providing comp time (flex time) to research associates (even senior ones) who must work an extended work day for experiments. This is not by the employee's choice. However, these are exempt employees. How does your company handle these regularly occurring circumstances?
A: Share your comments!
Tuesday, December 22, 2009
Vacation/PTO Payouts
Q: We are re-evaluating our vacation policy for all California employees in an effort to be more consistent across the company (and still keeping in compliance with CA laws on vacation/personal time). In the past, our employees have continuously accrued vacation, and then we would do an evaluation at year-end, and any vacation balance above 160 hours would be paid out (allowing them to keep 160 hours on the books). However, this policy is inconsistent with any other site within our organization so we would like to modify it in an effort to stay compliant but also be as consistent across the organization as possible. Given that, I have a few questions:
- For any other organizations who have sites in multiple states, how are you managing the discrepancy in laws between varying states (in reference to vacation/personal time)?
- Do you have a maximum vacation accrual amount?
- Can your employees roll-over or accrue an unlimited number of hours?
- Do you pay out unused vacation at the end of every year?
- Do you have the same policy for personal time, or a separate policy for personal time?
- Of everyone who has responded, no company does a pay out at the end of the year. Instead, companies do have a maximum accrual amount. Once the employees reach the maximum, they could not accrue any more until they used some of the vacation.
- 9 out of 10 companies responded by indicating that their maximum accrual amount was more than their yearly accrual amount. That maximum amount ranged anywhere from 40 hours more than what they could accrue in a year, to double what they can accrue in a year. I should note, one individual responded by letting me know that there is a maximum accrual regulation set by the state of CA indicating that 1.75 times an employees annual accrual was the maximum that could be allowed “on the books.” (Ed. note: The 1.75 times should actually be more of a minimum. Technically, this isn’t a written law, however it is a DLSE opinion and recommendation.)
- As for PTO – everyone who responded indicated that they do not have separate Vacation and Personal accrual allotments, they either have
- 1 PTO bank that includes vacation/personal/sick
- A combined accrual for vacation/personal but have a separate bank for sick
- A vacation accrual, and then a set # of personal days that can only be used for very specific things (ex. 5 days for Jury duty, with proper justification, or 3 days for bereavement leave, with proper justification)
- Lastly, there was one company that indicated that their maximum accrual amounts varied depending upon tenure with the company.
Friday, December 11, 2009
Identity Theft Speakers
Can you recommend other resources for Identity Theft Speakers? (e.g. law enforcement, banks, debt assistance companies, etc.)
Travelers Insurance
Gordon Schmidt, Palomar Investigative Group (866) 931-1300 www.piginc.com
Lamont Siller, FBI Special Agent (858) 499-7692
Darity Wesley www.privacygurus.com
Travelers Insurance
Gordon Schmidt, Palomar Investigative Group (866) 931-1300 www.piginc.com
Lamont Siller, FBI Special Agent (858) 499-7692
Darity Wesley www.privacygurus.com
10b5-1 BEDC Survey conducted on 11/24/09
Questions:
1) We are currently considering setting up 10b5-1 plans for interested executives. We use E*trade as our captive broker and the fees for shares sold under a 10b5-1 plan are $.06 per share sold w/ a minimum fee per sale of $29.95. There are no set up fees w/ E*trade. (Optimer)
2) We do set up 10b5-1 plans for executives as well as highly paid employees. This is only for RSUs. We don't use E*trade. I believe we have a $25 fee plus 5 cents per share.
3) We don't have a standard plan. Each plan has to follow the rules and be approved by the Board. We use E*Trade but each executive can transfer their options/shares to their own broker. Unknown trading and/set up costs – paid by exec.
4) We have 10b5-1 plans for some of our officers. Most of the officers used Merrill Lynch which charged an 8% commission (or $0.08 per share).
5) Yes, we have a 10b5-1 for anyone who is subject to frequent black outs (i.e. some Finance people, senior level folks with access to data). We used UBS to set up the plans and administer. E-Trade is the engine. Our standard cost is $.07/share.
6) We allow our executives to set up their own plans which are then 'run’ through our legal dept to insure that it is consistent. We allow any of the broker houses (as the executive is paying for this themselves). The trading costs and/or set up costs are usually $500/year - again paid for by our executive.
- Does your company have a 10b5-1 plan set up for any executive?
- Do you use E*trade or another broker for the transactions?
- What are the trading costs and/or set up costs?
1) We are currently considering setting up 10b5-1 plans for interested executives. We use E*trade as our captive broker and the fees for shares sold under a 10b5-1 plan are $.06 per share sold w/ a minimum fee per sale of $29.95. There are no set up fees w/ E*trade. (Optimer)
2) We do set up 10b5-1 plans for executives as well as highly paid employees. This is only for RSUs. We don't use E*trade. I believe we have a $25 fee plus 5 cents per share.
3) We don't have a standard plan. Each plan has to follow the rules and be approved by the Board. We use E*Trade but each executive can transfer their options/shares to their own broker. Unknown trading and/set up costs – paid by exec.
4) We have 10b5-1 plans for some of our officers. Most of the officers used Merrill Lynch which charged an 8% commission (or $0.08 per share).
5) Yes, we have a 10b5-1 for anyone who is subject to frequent black outs (i.e. some Finance people, senior level folks with access to data). We used UBS to set up the plans and administer. E-Trade is the engine. Our standard cost is $.07/share.
6) We allow our executives to set up their own plans which are then 'run’ through our legal dept to insure that it is consistent. We allow any of the broker houses (as the executive is paying for this themselves). The trading costs and/or set up costs are usually $500/year - again paid for by our executive.
Thursday, December 3, 2009
Benefit Contribution Survey
Q: In planning for 2010 benefits, it would be helpful to know what other Biotech companies are contributing to employee Medical, Dental and Vision. Questions asked included:
Private or Public:
Size company:
Company % contribution to benefits for
Medical employee Only:
Dental employee Only:
Vision employee Only:
Medical dependants:
Dental dependants:
Vision dependants:
To see the responses download the Benefit Contribution Survey.
Private or Public:
Size company:
Company % contribution to benefits for
Medical employee Only:
Dental employee Only:
Vision employee Only:
Medical dependants:
Dental dependants:
Vision dependants:
To see the responses download the Benefit Contribution Survey.
Monday, October 26, 2009
H1N1 school policy
Q: What steps are you taking for H1N1 illnesses and school closures? Are you giving employees extra time off (not their accrued PTO or sick/vacation) specifically for H1N1 school closures? Do employees have to show proof of the closures? What other steps are you taking in anticipation of more H1N1 illnesses in San Diego?
A: Login and provide your answers.
A: Login and provide your answers.
Pregnancy Leave
Q: Looking for some feedback regarding pregnancy leave and paid company holidays. If an employee takes pregnancy leave, and while on leave the company observes paid holidays (for example, the company closes from Christmas Eve until after New Years and it is a paid leave for all associates). Are those paid holidays added to the pregnancy leave? Is this a policy decision for the company to make or does this create any conflicts with employment laws? Our company is small - 11 employees. We offer unpaid pregnancy leave up to 4 months. Any feedback would be great as I am trying to update our handbook accordingly.
A: Eleven responses:
We state in our policy that employee must be active to receive holiday and vacation pay. I recommend reviewing your policy and speaking to your attorney on how to word it going forward.
Having a policy that says employees are not paid for holidays if they are on unpaid leave would clarify. You should not treat pregnancy any different from any other unpaid leave in this regard.
Since you are not required to offer FMLA/CFRA, anything besides disability leave is at the discretion of the employer. During Pregnancy Disability Leave, they are not receiving Holiday pay. If you offer this unpaid leave, it is at your discretion - just make sure you follow the same rules as any other leave you may provide.
At our company (350 employees), employees on a medical leave of absence during a scheduled company holiday, are not eligible for the holiday pay. They are still eligible for disability pay during that time. The only portion of the leave that is paid is the disability portion - 6-8 weeks. Employees can choose to use their PTO to supplement the disability, or use it when the disability portion is exhausted.
When I was at my last company, we also closed for the December holidays - company paid. We did not pay the EE on LOA for the holidays during this closure time (which was consistent w. our LOA policy) but we gave them the unpaid time on the backend of their leave (which is more generous than what is mandated). So no issues with PDL. So no $$, but they got an extra 5 days of unpaid time off on the backend of their leave. We were public and the LOA policy was approved by outside counsel.
If an employee is on a leave of absence, he/she is not paid for holidays that occur within the time they are on leave. Doesn't matter to us whether the holiday is one day or the entire December shut down: they are on leave so not entitled to get paid for that time. You may need to check with SDI (state disability) to determine how extra pay (eg: holiday pay) would impact the disability payments.
Here is a draft that hasn't been reviewed yet by our attorney: To be eligible for holiday pay, the employee must have worked the normally scheduled work days prior to and following the holiday unless a vacation or sick day(s) has been pre-approved. Employees on leaves of absence are not eligible to receive holiday pay should a holiday fall during the course of their leave of absence. The course of a leave of absence is defined as the dates between the start and actual return-to-work dates.
We state in our policy that employee must be active to receive holiday and vacation pay. I recommend reviewing your policy and speaking to your attorney on how to word it going forward.
As you know, the Calif SDI covers apprx 55% for 6-8 weeks. Then PFL would cover apprx 55% for an additional 6 weeks. 12 weeks of partial pay is really good! In my opinion, adding on the holiday pay at the end may be too generous. I wouldn't recommend it. Plus, it might open up issues down the road with consistency if an employee is sick on a holiday - they may request to use holiday pay on another day they want to take off. Or, if an employee wants to use holiday pay for a religious day, they may try to waive another holiday to swap the two.
That is a company issue that would be outlined in the handbook. So for example, in the section of the handbook relating to leaves of absence, you would identify if employees on leave of absence would continue to accrue vacation and/or sick time. You can specifically outline that holidays that fall during the employee's leave of absence shall not be paid.
My company provides holiday pay to employees on leave that are receiving pay during that leave. For example, an employee begins leave in mid-November and uses sick leave to off-set state disability leave pay. Since they are receiving pay from the company we will pay them the holiday pay. If they are not receiving any pay from the company and only collecting state disability we will not pay them holiday pay. Employers are not obligated to provide holiday pay at all even to full time employees, so it is strictly a company policy issue
A: Eleven responses:
We state in our policy that employee must be active to receive holiday and vacation pay. I recommend reviewing your policy and speaking to your attorney on how to word it going forward.
Having a policy that says employees are not paid for holidays if they are on unpaid leave would clarify. You should not treat pregnancy any different from any other unpaid leave in this regard.
Since you are not required to offer FMLA/CFRA, anything besides disability leave is at the discretion of the employer. During Pregnancy Disability Leave, they are not receiving Holiday pay. If you offer this unpaid leave, it is at your discretion - just make sure you follow the same rules as any other leave you may provide.
At our company (350 employees), employees on a medical leave of absence during a scheduled company holiday, are not eligible for the holiday pay. They are still eligible for disability pay during that time. The only portion of the leave that is paid is the disability portion - 6-8 weeks. Employees can choose to use their PTO to supplement the disability, or use it when the disability portion is exhausted.
When I was at my last company, we also closed for the December holidays - company paid. We did not pay the EE on LOA for the holidays during this closure time (which was consistent w. our LOA policy) but we gave them the unpaid time on the backend of their leave (which is more generous than what is mandated). So no issues with PDL. So no $$, but they got an extra 5 days of unpaid time off on the backend of their leave. We were public and the LOA policy was approved by outside counsel.
If an employee is on a leave of absence, he/she is not paid for holidays that occur within the time they are on leave. Doesn't matter to us whether the holiday is one day or the entire December shut down: they are on leave so not entitled to get paid for that time. You may need to check with SDI (state disability) to determine how extra pay (eg: holiday pay) would impact the disability payments.
Here is a draft that hasn't been reviewed yet by our attorney: To be eligible for holiday pay, the employee must have worked the normally scheduled work days prior to and following the holiday unless a vacation or sick day(s) has been pre-approved. Employees on leaves of absence are not eligible to receive holiday pay should a holiday fall during the course of their leave of absence. The course of a leave of absence is defined as the dates between the start and actual return-to-work dates.
We state in our policy that employee must be active to receive holiday and vacation pay. I recommend reviewing your policy and speaking to your attorney on how to word it going forward.
As you know, the Calif SDI covers apprx 55% for 6-8 weeks. Then PFL would cover apprx 55% for an additional 6 weeks. 12 weeks of partial pay is really good! In my opinion, adding on the holiday pay at the end may be too generous. I wouldn't recommend it. Plus, it might open up issues down the road with consistency if an employee is sick on a holiday - they may request to use holiday pay on another day they want to take off. Or, if an employee wants to use holiday pay for a religious day, they may try to waive another holiday to swap the two.
That is a company issue that would be outlined in the handbook. So for example, in the section of the handbook relating to leaves of absence, you would identify if employees on leave of absence would continue to accrue vacation and/or sick time. You can specifically outline that holidays that fall during the employee's leave of absence shall not be paid.
My company provides holiday pay to employees on leave that are receiving pay during that leave. For example, an employee begins leave in mid-November and uses sick leave to off-set state disability leave pay. Since they are receiving pay from the company we will pay them the holiday pay. If they are not receiving any pay from the company and only collecting state disability we will not pay them holiday pay. Employers are not obligated to provide holiday pay at all even to full time employees, so it is strictly a company policy issue
Head Hunter Recommendations
Q: Looking for a Head Hunter with national contacts who can help me find an experienced Principal Scientist (chem/biochem Ph.D.) Any recommendations you have would be appreciated.
A: Please login and contribute your knowledge!
A: Please login and contribute your knowledge!
Friday, October 16, 2009
401k Matching for 2010
Q: For companies with greater than 200 employees, what will your 401(k) match will be for 2010? For example, match 25% of the first 6% or match 50% of the first 6%.
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A: Thank you all for your quick responses. I'm attaching the results of your feedback. A couple of companies responded that weren't at the > 200 employees but I've noted that in the table. As an added thank you, I can share with you the following detail:
2008 BEDC Benefits Survey: For those with >250 employees
• 8% provided a 25% match
• 31% provided a 50% match
• 15% provided a 100% match
I also requested a recent special Radford report (again for larger life science companies nationally) and 66% provided a match of 50% or more. I hope this helps you all with your decisions.
Data:
1: 100% on first 3%; additional profit sharing match up to 2%.
2: 50% on first 6%
3: 100% on the first $1,000
4: 25% on the first 6%
5: 25% on the first 4%
6: 50% on the first 6%
7: Proposing 50% on the first 6%
8: 50% on the first 6%
9: 50% on the first 6% (175 employees)
10: 100% match in stock (150 employees)
11: 66% match on first 6%
12: 50% on the first 6%
----------
A: Thank you all for your quick responses. I'm attaching the results of your feedback. A couple of companies responded that weren't at the > 200 employees but I've noted that in the table. As an added thank you, I can share with you the following detail:
2008 BEDC Benefits Survey: For those with >250 employees
• 8% provided a 25% match
• 31% provided a 50% match
• 15% provided a 100% match
I also requested a recent special Radford report (again for larger life science companies nationally) and 66% provided a match of 50% or more. I hope this helps you all with your decisions.
Data:
1: 100% on first 3%; additional profit sharing match up to 2%.
2: 50% on first 6%
3: 100% on the first $1,000
4: 25% on the first 6%
5: 25% on the first 4%
6: 50% on the first 6%
7: Proposing 50% on the first 6%
8: 50% on the first 6%
9: 50% on the first 6% (175 employees)
10: 100% match in stock (150 employees)
11: 66% match on first 6%
12: 50% on the first 6%
Monday, October 5, 2009
Strategies for weathering these economic times
Q: My company has been able to sustain, in fact, grow our workforce during this difficult economic time (2009). We have not cut pay or any benefits. The Board would like to know what BEDC companies in SD have had to do to sustain themselves. In some cases, we know, closure occured. Could you please let me know what steps your company took during the past 12 months - layoffs, pay cuts, benefit cuts, etc.
A: Please comment and share your feedback.
A: Please comment and share your feedback.
Office Planning Policies
Q: We are re-assigning office space and planned to use this policy:
Research Associates: Labs
Scientists, Project Leaders: shared offices (usually 2 employees per office)
Directors and above: single offices
What is your policy for assigning office space?
A: Please comment and share your knowledge.
Research Associates: Labs
Scientists, Project Leaders: shared offices (usually 2 employees per office)
Directors and above: single offices
What is your policy for assigning office space?
A: Please comment and share your knowledge.
Business Partner Modeling?
Q: Are any of your HR departments organized using a Business Partner Model? If you are willing to share the specifics of this organizational model, including a department org chart and the ratio of HR Business Partners to employees, we would very much appreciate it. We are in the process of evaluating our HR department’s structure, and are looking at various ways of reorganization.
A: Please share your feedback by commenting!
A: Please share your feedback by commenting!
Pay increase budgeting
Q: I realize we’ve just received our annual salary survey data, however, we are wondering if companies have revised their budget since submitting data. We are interested in knowing just the individual Merit % and Promo % (not COLA, market, etc.) planned for this year. Thanks in advance for your help.
A: Results:
Company Merit Promo
Company 1 3% 1%
Company 2 3% 0%
Company 3 4% 1%
Company 4 3% 0%
Company 5 3% 0%
Company 6 3% 1%
A: Results:
Company Merit Promo
Company 1 3% 1%
Company 2 3% 0%
Company 3 4% 1%
Company 4 3% 0%
Company 5 3% 0%
Company 6 3% 1%
Saturday, September 26, 2009
Reorganization Ideas
Q: Are any of your HR departments organized using a Business Partner Model? If you are willing to share the specifics of this organizational model, including a department org chart and the ratio of HR Business Partners to employees, we would very much appreciate it. We are in the process of evaluating our HR department’s structure, and are looking at various ways of reorganization.
A: Please log in and comment!
A: Please log in and comment!
Monday, September 21, 2009
HRIS Recommendations
Q: Synteract is needing to look at a new HRIS. We have been with Abra for 5+ years and have outgrown it, the newest obstacle is that it does not have an international component, so does not record country codes or make exceptions for one not having a ssn. Other deficiency - point in time; what you enter, regardless of the effective date, will be reflected once its entered.
With this in mind, if you have an HRIS you would recommend, (or suggest we steer clear of), we would welcome your input.
A: Please add your feedback!
With this in mind, if you have an HRIS you would recommend, (or suggest we steer clear of), we would welcome your input.
A: Please add your feedback!
On Call Pay
Q: We are evaluating our on call policy for our Technical Support Team. Our team's responsibilities include troubleshooting technical problems with customers and diagnoses on medical device instruments requiring a wide range of experience and training in the medical industry.
1) Are your Technical Support staff exempt or non-exempt?
2) Do you give them on call pay? If yes, how is it calculated - by hours actually worked or hours on call?
3)What is your on call policy during a holiday?
A: Please contribute your responses!
1) Are your Technical Support staff exempt or non-exempt?
2) Do you give them on call pay? If yes, how is it calculated - by hours actually worked or hours on call?
3)What is your on call policy during a holiday?
A: Please contribute your responses!
HR Temp Services
Q: We need a temp HR Representative (3-5 years) Do you know any agencies or individuals I should call?
A: Your responses welcome!
A: Your responses welcome!
Flu Preparedness
Q: Does your company have a policy in place regarding preparedness for the H1N1 flu? We are thinking about sending out a formal policy to address concerns regarding working from home, changes to the PTO policy, etc. We plan to offer free flu shots (for both H1N1 and seasonal flu), we will not deduct PTO hours for anyone who calls in sick with the flu or to care for a family member with the flu, and we are ensuring everyone will have VPN access in order to be able to work from home. I'd be interested in what you are doing in terms of communications and accommodations, and if you have a policy draft to share I'd appreciate that as well.
A: Comments welcome!
A: Comments welcome!
Saturday, September 5, 2009
Domestic Partnership for opposite sex couples?
Q: FRI is approaching Open Enrollment and want to officially address the Domestic Partner issue. We know that the minimum we must offer is dependent coverage for married couples and registered same sex couples. We're trying to decide whether to offer to opposite sex unmarried couples. What is your policy?
A: Please comment on this item!
A: Please comment on this item!
Thursday, August 27, 2009
Double Job Titles?
Q: Does anyone have "double job titles" for their scientist that do both bench and management work? For example, let's say that a Principal Scientist (scientific track) job level is equivalent to an Associate Director (management track)and the scientist performs the work of both lab and management duties equally, do you provide title such as Associate Director/Principal Scientist.
Any feedback is greatly appreciated!
A: Thanks for responding to my question regarding dual titles for scientist/managers. Here are the results. Let me know if you have any questions. For the record, we did not go forward on this (it was proposed by one member of our sr. team).
Company Dual Position
A Yes
B Yes
C No
D Yes
E No
F No
G No
Comments:
Company A: We have only two employees with dual titles - Associate Director / Project Leader and a Research Scientist / Project Leader. That's it. Don't know if that helped, but I have seen dual titles used in other companies.
Company B: We have two positions like that (one at the AD level and one at the Senior Dir level), not sure if it creates more clarity or more confusion.
Company C: Company C does not have dual titles. Management titles do primarily office work but only some lab work due to the fact that they have a team under them; Principal Scientists can do management work but are generally not in charge of the overall group. If it's 50/50, it may depend on the individual's skill sets, equity within the company, and what track the company wants them to be on, as to which track to go. Sometimes a pay increase without title change is all that is needed.
Company D: We have a duel ladder that starts one level below associate director - see below and let me know if you have any questions.
Lead Scientist, Group Leader
Principal Scientist, Associate Director Head of, Director Research Fellow, Senior Director
Company E: The title should depending on the percentage of time the person is doing the primary job. If they are doing mainly management (which would mean that they have a good size team), then most likely they are spending much of their time managing the work load, performance management, meeting planning and implementing and possibly sitting on advisory groups or working on projects. If they spend more time in the lab and only have a couple people they are managing then it would be the Principle Scientist.
Company F: If the individual performs both roles they usually go by the title Associate Director (it's known within the company that this title inherently includes actual scientific work). Principle Scientist is used if they do not have managerial responsibilities but contribute to the organization at the Associate Director level (as an individual contributor).
Company G :If the scientist is predominantly responsible for the science and only has one or 2 associates or lower level scientists reporting to him/her then we leave the individual on the technical track. If it is equivalent to Associate Director then we call them Associate Research Fellow. But they are one or the other not both. The distinction is the level of "management" that that employee is being asked to perform.
Any feedback is greatly appreciated!
A: Thanks for responding to my question regarding dual titles for scientist/managers. Here are the results. Let me know if you have any questions. For the record, we did not go forward on this (it was proposed by one member of our sr. team).
Company Dual Position
A Yes
B Yes
C No
D Yes
E No
F No
G No
Comments:
Company A: We have only two employees with dual titles - Associate Director / Project Leader and a Research Scientist / Project Leader. That's it. Don't know if that helped, but I have seen dual titles used in other companies.
Company B: We have two positions like that (one at the AD level and one at the Senior Dir level), not sure if it creates more clarity or more confusion.
Company C: Company C does not have dual titles. Management titles do primarily office work but only some lab work due to the fact that they have a team under them; Principal Scientists can do management work but are generally not in charge of the overall group. If it's 50/50, it may depend on the individual's skill sets, equity within the company, and what track the company wants them to be on, as to which track to go. Sometimes a pay increase without title change is all that is needed.
Company D: We have a duel ladder that starts one level below associate director - see below and let me know if you have any questions.
Lead Scientist, Group Leader
Principal Scientist, Associate Director Head of, Director Research Fellow, Senior Director
Company E: The title should depending on the percentage of time the person is doing the primary job. If they are doing mainly management (which would mean that they have a good size team), then most likely they are spending much of their time managing the work load, performance management, meeting planning and implementing and possibly sitting on advisory groups or working on projects. If they spend more time in the lab and only have a couple people they are managing then it would be the Principle Scientist.
Company F: If the individual performs both roles they usually go by the title Associate Director (it's known within the company that this title inherently includes actual scientific work). Principle Scientist is used if they do not have managerial responsibilities but contribute to the organization at the Associate Director level (as an individual contributor).
Company G :If the scientist is predominantly responsible for the science and only has one or 2 associates or lower level scientists reporting to him/her then we leave the individual on the technical track. If it is equivalent to Associate Director then we call them Associate Research Fellow. But they are one or the other not both. The distinction is the level of "management" that that employee is being asked to perform.
Payroll company recommendations?
Q: Can anyone recommend a Payroll company (other than Paychex or ADP) for a start up company with 10 people? I have used Paychex for years and want to consider other vendors that have a good track record in serving small companies. I would appreciate any thoughts you have on this.
Monday, August 10, 2009
Merit Increase Survey for Fall 2009
We are determining our merit budget for the 2009 performance year and it would be helpful to understand what other companies are forecasting or have budgeted. In particular, we would like to understand the driving factors that influenced the merit percentage. If you would please respond to this email by 8/7/09 with:
- # of Employees
- Merit % budgeted for the 2009 performance year
- Top 3 drivers that influenced your merit budget determination
Results:
Company Merit % Budget (2009)
A 0%
B 0%
C 2.50%
D 3%
E 3%
F 3.50%
G 4%
H 4%
J 4%
AVERAGE (DILUTED): 2.67%
AVERAGE (UNDILUTED): 3.43%
INFLUENCING DRIVERS
The #1 driver cited was achievement of company objectives.
Company budget was #2.
Only 2 companies considered the national economy to be an influencing driver.
External equity, the state of the local economy and the state of the San Diego Life Sciences industry completed the list of drivers.
- # of Employees
- Merit % budgeted for the 2009 performance year
- Top 3 drivers that influenced your merit budget determination
Results:
Company Merit % Budget (2009)
A 0%
B 0%
C 2.50%
D 3%
E 3%
F 3.50%
G 4%
H 4%
J 4%
AVERAGE (DILUTED): 2.67%
AVERAGE (UNDILUTED): 3.43%
INFLUENCING DRIVERS
The #1 driver cited was achievement of company objectives.
Company budget was #2.
Only 2 companies considered the national economy to be an influencing driver.
External equity, the state of the local economy and the state of the San Diego Life Sciences industry completed the list of drivers.
Tuesday, July 28, 2009
H1N1 Policies
Q: I am curious to know what type of message to employees or policies you have created to respond to the H1N1 flu.
Any feedback would be great as I am working to create communication to our employees before the end of the summer. We have a very small office with one employee in her 5th month of pregnancy. I want to communicate the importance of staying healthy and address any concerns as it pertains to sick leave (if they have used it all by this point, etc).
Are you willing to relax your leave policies to accomodate those who exhibit flu symptoms? Are you mandating a specific time frame in which they stay home if they are sick? Are you requiring a Dr.s note that shows they are not infected with H1N1 before returning to work if they do have indeed have the flu? Are you allowing for any work from home that your policy would not normally allow, for example, parents required to stay home to care for their children?
Feel free to add your responses to this question by clicking the Comments link below.
Any feedback would be great as I am working to create communication to our employees before the end of the summer. We have a very small office with one employee in her 5th month of pregnancy. I want to communicate the importance of staying healthy and address any concerns as it pertains to sick leave (if they have used it all by this point, etc).
Are you willing to relax your leave policies to accomodate those who exhibit flu symptoms? Are you mandating a specific time frame in which they stay home if they are sick? Are you requiring a Dr.s note that shows they are not infected with H1N1 before returning to work if they do have indeed have the flu? Are you allowing for any work from home that your policy would not normally allow, for example, parents required to stay home to care for their children?
Feel free to add your responses to this question by clicking the Comments link below.
Saturday, July 25, 2009
Got Intranet?
Q: We would like to build an Intranet for our company, and we are looking for a cost effective solution (free if possible). Does your organization have an Intranet? Do you or your IT Dept have any recommendations for vendors or sources?
A: Feel free to add your responses to this question by clicking the Comments link below.
A: Feel free to add your responses to this question by clicking the Comments link below.
Wednesday, July 15, 2009
Board Member Equity Guidelines
Q: We are looking to establish more formalized guidelines for board member equity. I will send out responses to all who participate. Thank you in advance for your participation.
• Do you have formal equity guidelines for board memebers?
• Please describe for 1) non-investors 2) investors 3) founders
• Please indicate if you also provide cash.
Please feel free to comment on this article!
• Do you have formal equity guidelines for board memebers?
• Please describe for 1) non-investors 2) investors 3) founders
• Please indicate if you also provide cash.
Please feel free to comment on this article!
Friday, July 3, 2009
Policy on eating in labs?
Q: Does your company allow employees to eat or drink in the labs? If so, what are your rules? Are there specific health or GLP rules that dictate what companies must do regarding this subject?
Thank you for your input.
Thank you for your input.
Monday, June 29, 2009
Social Networking Policies
Have any of you implemented social networking policies? (Use of Facebook, Twitter, etc.) and if so would you be willing to share your policies? We are at the early stages of exploring and will keep any policies confidential.
Monday, June 22, 2009
Employee Status Change Form Sample?
Q: Does anyone have a good employee status change form they can share with me? This would be used to enter new hire information in the payroll system as well as input merit increases, address changes, name changes, bonuses, terminations, etc.
Expat Contracts Samples?
Q: Synteract is expanding globally with the transfer of an employee to Europe to establish operations for us. If anyone has some form of an expat contract that they are willing to share, it would be most welcomed. Suggestions, advice, also welcomed! Thanks in advance.
Real Estate Broker Recommendations?
From a member: I would appreciate any recommendations you may have on a Real Estate Broker (tenant representative). Also, please let me know if you've heard of Cressa Partners and what you know of their reputation and work product. Thank you very much for taking the time to respond to this email!
Results: Download the spreadsheet from www.bedscsd.org.
Results: Download the spreadsheet from www.bedscsd.org.
Saturday, May 30, 2009
Lunch time seminar ideas
Q: "My company would like to provide optional lunch time seminars for our employees on a variety of subjects, such as Identity Theft, Summer Time First Aid for Kids, etc. Any other ideas?"
Tuesday, May 26, 2009
Sample Sales Commission Plan
Question from a member: "We are formulating our sales commission plan and would like to know if anyone has a sample format that they've used and would be willing to share. Numbers and confidential data can be deleted or blacked out, I'm just trying to get an idea of the format typically used."
Wednesday, May 20, 2009
Summer Intern Sample Offer Letter
Q: "We would like to bring in a high school senior for a summer intern position in our lab. Does anyone have a sample offer letter they can share for this type of temporary position? Also, what should we expect to pay per hour?"
Friday, May 15, 2009
What Expenses are acceptable
Q: "Can anyone share with me their policy addressing what is acceptable to expense (gas, mileage, etc) when the employee also gets a car allowance? I sincerely appreciate your help."
Reviewing paid time off policy
Q: "We are reviewing our paid time off policy to determine if the number of days per year is adequate. If your company has a paid time off policy for all vacation, personal and sick days, how many days per year does your company offer? Do the number of days per year increase with length of service? What is your maximum accrual? Thanks for your input."
Changing Health Benefit Levels
From a member: Our plan year for health benefits is coming up for renewal soon. We are trying to determine if other companies, in light of today's economy, are reducing the amount they pay toward the employees' insurance premiums.
- Are you paying less of a percentage of the premium?
- Do you cover only the employee and none of the dependents portion?
- Paying the same as last year?
- Reducing the overall benefits offered, i.e., cutting out something such as vision, or going to a higher deductible, etc.
Wednesday, April 29, 2009
Pandemic Flu Business Check List
Everyone,
This link may be helpful to you in preparing for potential actions relative to the latest flu outbreak, and in educating your management team and employees. - Paul Burdeaus, BEDC Website Liaison
http://www.pandemicflu.gov/plan/businesschecklist.html
This link may be helpful to you in preparing for potential actions relative to the latest flu outbreak, and in educating your management team and employees. - Paul Burdeaus, BEDC Website Liaison
http://www.pandemicflu.gov/plan/businesschecklist.html
Thursday, April 16, 2009
Recommendation for Anti-Harassment Training Needed
From one of our members:
Can you please share any recommendations you have for anti-harassment training, either online or on-site? We are currently using Workplace Answers and would appreciate hearing what others are doing for 2009 recertifications.
Can you please share any recommendations you have for anti-harassment training, either online or on-site? We are currently using Workplace Answers and would appreciate hearing what others are doing for 2009 recertifications.
Vendor Credentialing
From one of our members:
Does anyone support the commercial side of the business specificaly with with sales employees going through the rigors of vendor credentialing with hospistals or labs/clinics? I need help regarding vendor credentialing and would appreciate any information or insight on how to best address this. On a nation-wide level, the vendors I am dealing with right now are Vendormate, Status Blue and RepTrax.
Does anyone support the commercial side of the business specificaly with with sales employees going through the rigors of vendor credentialing with hospistals or labs/clinics? I need help regarding vendor credentialing and would appreciate any information or insight on how to best address this. On a nation-wide level, the vendors I am dealing with right now are Vendormate, Status Blue and RepTrax.
Sunday, April 12, 2009
Title Question
Q: "We've just hired an Exec Asst for our CEO. Do any of you have this position, and if so, what title do you use on their business cards? Do you indicated Executive Assistant to the CEO - or just EA? This is trivial, I know, but your info will help."
Innovation Awards?
Q: "If any of you has a program within your R&D department that recognizes and rewards specific contributions around Innovation (publications, posters, patents…) and are willing to share the specifics of the program, the rewards and the guidelines, we would very much appreciate it. Our company is working on developing a program and we would like to ensure we are developing one that parallels others in the industry."
Thursday, April 2, 2009
Extra pay for Radiation Safety Officers?
Q: "Do you pay a premium for your person (or people) who are Radiation Safety Officers in addition to their normal job duties? We have an RA 3 also performing these duties".
Spot Rewards
Q: From one of our members: "I am looking for sample policy statements on spot rewards. If you don't have a written statement, I would still appreciate learning any dollar guidelines you apply."
-----------------------------------------
The rewards range from $25 - $250 (grossed up by some). Everyone seems to be in basic agreement for the reason behind the reward - going above and beyond the call of duty, or on the smaller scale for one employee to say thank you to another. One respondent indicated that the plan applies to Directors and below (our current plan applies only to those below manager).
-----------------------------------------
We have a more generic Achievement Award program that is used as a vehicle for recognizing achievements outside of the normal scope of the job. I've attached a copy of it and the form the person would complete.
Generally, the award is between $250 to $750 (the award is grossed up to back out taxes), however the manager can write in a larger or smaller dollar amount. In some cases they want to give a non-cash award such as a dinner for two to a nice restaurant. And by law these awards are taxable to the employee.
------------------------------------------------------------------
It is so tricky to recognize individuals and keep a team focus. We have an annual award for the most significant accomplishments you can see below we recognize different types of scientific contributions in these. This program is accompanied by a quarterly program that focuses more on teams and a spot type program. Please let me know if you have specific questions. Good luck! Deanna
------------------------------------------------------------------
Top level-annual awards
An award will be given for exemplary performance based on positive achievements by individuals and/or teams, and to recognize those who demonstrate innovation and dedication to their work and a commitment to excellence.
- Award 1 for breakthroughs in scientific technology innovations
- Award 2 for milestone achievements in product developments, collaborations, etc.
- Award 3 for stars who have done
Special achievements and/or made special proposals that are dramatically impacting business development, e.g. cost savings and efficiencies, etc.
- Eligibility: all regular full-time employees (excluding vice-presidents and above) based on solicited nominations.
- Frequency: annually with presentation at the beginning of the new year.
- Award limit: allows up to 5 individuals and/or small teams of 3 people or less to be awarded annually.
- Award: will be a combination of cash and stock options
-----------------------------------------
The rewards range from $25 - $250 (grossed up by some). Everyone seems to be in basic agreement for the reason behind the reward - going above and beyond the call of duty, or on the smaller scale for one employee to say thank you to another. One respondent indicated that the plan applies to Directors and below (our current plan applies only to those below manager).
-----------------------------------------
We have a more generic Achievement Award program that is used as a vehicle for recognizing achievements outside of the normal scope of the job. I've attached a copy of it and the form the person would complete.
Generally, the award is between $250 to $750 (the award is grossed up to back out taxes), however the manager can write in a larger or smaller dollar amount. In some cases they want to give a non-cash award such as a dinner for two to a nice restaurant. And by law these awards are taxable to the employee.
------------------------------------------------------------------
It is so tricky to recognize individuals and keep a team focus. We have an annual award for the most significant accomplishments you can see below we recognize different types of scientific contributions in these. This program is accompanied by a quarterly program that focuses more on teams and a spot type program. Please let me know if you have specific questions. Good luck! Deanna
------------------------------------------------------------------
Top level-annual awards
An award will be given for exemplary performance based on positive achievements by individuals and/or teams, and to recognize those who demonstrate innovation and dedication to their work and a commitment to excellence.
- Award 1 for breakthroughs in scientific technology innovations
- Award 2 for milestone achievements in product developments, collaborations, etc.
- Award 3 for stars who have done
Special achievements and/or made special proposals that are dramatically impacting business development, e.g. cost savings and efficiencies, etc.
- Eligibility: all regular full-time employees (excluding vice-presidents and above) based on solicited nominations.
- Frequency: annually with presentation at the beginning of the new year.
- Award limit: allows up to 5 individuals and/or small teams of 3 people or less to be awarded annually.
- Award: will be a combination of cash and stock options
Monday, March 30, 2009
Spot Policy Guidelines
Q: "I am looking for sample policy statements on spot rewards. If you don't have a written statement, I would still appreciate learning any dollar guidelines you apply."
Friday, March 20, 2009
Title Question: Can one use "Principal Scientist"?
From one of our members:
I am about to hire a person and am looking for an appropriate title. They have a Ph.D., have been a Senior Scientist for a number of years and are not ready to become a Director. We have no titles currently between Senior Scientists and Directors, so I will be setting a precedence. We have had Principal Engineers; is there such a thing as Principal Scientist? Any suggestions?
------------------------------
I am about to hire a person and am looking for an appropriate title. They have a Ph.D., have been a Senior Scientist for a number of years and are not ready to become a Director. We have no titles currently between Senior Scientists and Directors, so I will be setting a precedence. We have had Principal Engineers; is there such a thing as Principal Scientist? Any suggestions?
------------------------------
Yes, there are Principal Scientists and also Research Fellows. Our Principal Scientists are equivalent to Associate Director and Director, and the Research Fellows are equivalent to Senior Director and Executive Director.
--------------------------------
We've used Principal Scientists in the past, but have now have a broadband system with the following levels/titles:
Lab Assistants/Interns/Post Docs/Associate Scientist, Research Principal Investigator, Research Director, Research VP, Research
We just classify (exempt/non-exempt) and pay differently within each level (multiple ranges within a level).
--------------------------------
Yes, Principal Scientist and even Senior Principal Scientist is acceptable!
--------------------------------
Our career ladder goes like this:
* Research Scientist
* Sr. Research Scientist
* Staff Scientist, Engineer, Manager
* Sr. Staff Scientist, Sr. Engineer, Sr. Manager
* Principal Scientist, Principal Engineer
* Associate Director
* Director
* Sr. Director
* Exec. Director
------------------------------------
Yes, our top Scientists in R & D at our former Santa Clara facility were referred to as Principal Scientist.
------------------------------------
Scientific Fellow?
------------------------------------
The next step here would be Associate Director, perhaps that's an option?
------------------------------------
I've used Principal Scientist in the past and it was the level between Sr. Scientist and Director.
------------------------------------
We have Senior Scientist I and II and than Assistant Director, Associate Director and than Director.
------------------------------------
Yes...we do have a Principal Scientist title and it tracks at approximately the Associate Director level (when compared to management positions) within our company. The title is a conventional one within the industry.
------------------------------------
We have several position titles:
Senior Scientist I and II
Principal Scientist and
Sr. Principal Scientist
------------------------------------
What we do here is Scientist I, II, III & IV (this is in line with the BEDC comp survey book). We put our Senior Scientists in either a III or IV level, based on years of experience. I believe Principal Scientist would work well too though.
------------------------------------
We use the Principal Scientist title in our research group. As you suggested, it comes between the Senior Scientist and Director family titles.
-------------------------------------
There are Principle Scientists. In fact that is our next level up on the scientific track (after Sr. Scientist).
-------------------------------------
Yes, Principal Scientist is absolutely a title and a highly respected one....
-------------------------------------
Yes, we have Principal Scientists and Sr. Principal Scientists.
-------------------------------------
We have used the Principal Scientist for high level individual contributors, and the Associate Director for those who have the potential (based on soft skills) to become Leaders of people
-------------------------------------
We do have Principal Scientists, it is a very common title. We also have Research Advisors and Fellows that are more senior scientists that are on a technical track as opposed to a managerial track.
-------------------------------------
We have Principal Scientist as well as a Staff Scientist.
Sr Scientist = Associate Dir
Staff Scientist = Director
Principal Scientist = Sr. Director
We have separate ladders - one for management and one for individual contributor.
--------------------------------------
Principal Scientist would be my recommendation as this is typical for a non management scientific ladder.
--------------------------------------
I've used Principal Scientist, Principal Investigator, Associate Director...
--------------------------------------
We have a dual career ladder and yes there are Principal Scientist on the tech side and we have Associate Directors on the management side of the ladder.
--------------------------------------
Definitely! We have the title of Principal Scientist. I think it's a pretty common title although matching it up with the BEDC surveys is sometimes tough. Also consider Associate Director if you use that title.
--------------------------------------
Yes, we do have a Principal Scientist I, II - these are scientist normally on the scientific track, not necessarily on the management track. That said, some of these principal scientist have moved on to an associate director or director level.
--------------------------------------
Yes, Principal Scientist is a commonly used title above the Sr. Scientist level.
---------------------------------------
We have a principal scientist that is equal to our associate director level.
------------------------------
We've used Principal Scientists in the past, but have now have a broadband system with the following levels/titles:
Lab Assistants/Interns/Post Docs/Associate Scientist, Research Principal Investigator, Research Director, Research VP, Research
We just classify (exempt/non-exempt) and pay differently within each level (multiple ranges within a level).
------------------------------
Yes, Principal Scientist and even Senior Principal Scientist is acceptable!
------------------------------
Our career ladder goes like this:
* Research Scientist
* Sr. Research Scientist
* Staff Scientist, Engineer, Manager
* Sr. Staff Scientist, Sr. Engineer, Sr. Manager
* Principal Scientist, Principal Engineer
* Associate Director
* Director
* Sr. Director
* Exec. Director
------------------------------
Yes, our top Scientists in R & D at our former Santa Clara facility were referred to as Principal Scientist.
------------------------------
Scientific Fellow?
------------------------------
The next step here would be Associate Director, perhaps that's an option?
------------------------------
I've used Principal Scientist in the past and it was the level between Sr. Scientist and Director.
------------------------------
We have Senior Scientist I and II and than Assistant Director, Associate Director and than Director.
------------------------------
Yes...we do have a Principal Scientist title and it tracks at approximately the Associate Director level (when compared to management positions) within our company. The title is a conventional one within the industry.
------------------------------
We have several position titles:
Senior Scientist I and II
Principal Scientist and
Sr. Principal Scientist
------------------------------
What we do here is Scientist I, II, III & IV (this is in line with the BEDC comp survey book). We put our Senior Scientists in either a III or IV level, based on years of experience. I believe Principal Scientist would work well too though.
------------------------------
We use the Principal Scientist title in our research group. As you suggested, it comes between the Senior Scientist and Director family titles.
------------------------------
There are Principle Scientists. In fact that is our next level up on the scientific track (after Sr. Scientist).
------------------------------
Yes, Principal Scientist is absolutely a title and a highly respected one....
------------------------------
Yes, we have Principal Scientists and Sr. Principal Scientists.
------------------------------
We have used the Principal Scientist for high level individual contributors, and the Associate Director for those who have the potential (based on soft skills) to become Leaders of people
------------------------------
We do have Principal Scientists, it is a very common title. We also have Research Advisors and Fellows that are more senior scientists that are on a technical track as opposed to a managerial track.
------------------------------
We have Principal Scientist as well as a Staff Scientist.
Sr Scientist = Associate Dir
Staff Scientist = Director
Principal Scientist = Sr. Director
We have separate ladders - one for management and one for individual contributor.
------------------------------
Principal Scientist would be my recommendation as this is typical for a non management scientific ladder.
------------------------------
I've used Principal Scientist, Principal Investigator, Associate Director...
------------------------------
We have a dual career ladder and yes there are Principal Scientist on the tech side and we have Associate Directors on the management side of the ladder.
------------------------------
Definitely! We have the title of Principal Scientist. I think it's a pretty common title although matching it up with the BEDC surveys is sometimes tough. Also consider Associate Director if you use that title.
------------------------------
Yes, we do have a Principal Scientist I, II - these are scientist normally on the scientific track, not necessarily on the management track. That said, some of these principal scientist have moved on to an associate director or director level.
------------------------------
Yes, Principal Scientist is a commonly used title above the Sr. Scientist level.
------------------------------
We have a principal scientist that is equal to our associate director level.
Tuesday, March 17, 2009
Sign-on bonuses and relocation benefits
I'm looking for repayment practices on sign-on bonuses and relocation benefits. I realize they can be hard to collect, but we don't want to give these benefits away in the event someone departs within a year.
Thank you to all who responded to the survey question. There were 20 responses:
Thank you to all who responded to the survey question. There were 20 responses:
- 16 say 100% repayment if leave within a year (3 of these say if leave within 2 years pro-rata amount due back)
- 4 have a variable schedule based on dollar amount/position level
- Additionally a good majority describe the bonus as an earned item that is not wholly earned until month 12 even though is paid in month 1. Various companies utilize specific forms to address the repayment issue, in addition to wording in the offer letter.
Monday, March 16, 2009
IT Recommendations anyone?
Q: "I am looking for referrals to outside companies for the provision of IT services. We have outgrown the small two-man operation we have been using and need a more sophisticated level of service. If you contract with an outside source and feel comfortable providing a recommendation, I would be happy to hear from you."
Wednesday, March 11, 2009
Checking for Debarment: Section 306 of the FDA Act
We were curious how member organizations handle ensuring that none of the employees hired have been debarred under the section 306 of the FDA Act. This section requires that drug product applications received by the FDA after 1992 for NDA's, ANDA's, PLA's, and BLA's must include a certification statement that none of the employees (and there are other categories as well) utilizied in the connection with the development and submission have ever been debarred. According the regs, you can have employees complete a certification or check an FDA website which is updated quarterly. Are any of you familiar with this and have incorporated it into your new hire processes?
RESPONSES:
--------------
We have built this check into our hiring process, both for employees and consultants. For employees, it is part of our background checks. We use a company called Certiphi, as they have a Sanctions check against the FDA and the like. We just started doing the same for employees. To document the process, it is stated in our Work Instruction Document for our Hiring Process. However, you can do this manually. Once a year, we chose year end, we run an audit of any actions that may have taken place throughout the year. We simply run an active employee list and an an active consultant list and run the list off the FDA public website and compare. I am attaching a document we created just to document this process. The website is below. Hope that helps! http://www.fda.gov/ora/compliance_ref/debar/
----------
Yes, this as part of the new hire process. We simply have a form for them to check yes or no if they have every been debarred, then they sign and date and it goes in their personnel file.
----------
We have a statement in our offer letters and will be putting it on our employment application as well.
----------
At another company, we had the background check company include this item in their report on each new hire. The background check company included it for a nominal charge.
----------
We check the FDA website for each new employee as part of the pre-offer process.
----------
Unfortunately I am not familiar with this, however, would be very interested in receiving information from your responses
----------
I have never heard of this, and would greatly appreciate any feedback you receive.
-----------
RESPONSES:
--------------
We have built this check into our hiring process, both for employees and consultants. For employees, it is part of our background checks. We use a company called Certiphi, as they have a Sanctions check against the FDA and the like. We just started doing the same for employees. To document the process, it is stated in our Work Instruction Document for our Hiring Process. However, you can do this manually. Once a year, we chose year end, we run an audit of any actions that may have taken place throughout the year. We simply run an active employee list and an an active consultant list and run the list off the FDA public website and compare. I am attaching a document we created just to document this process. The website is below. Hope that helps! http://www.fda.gov/ora/compliance_ref/debar/
----------
Yes, this as part of the new hire process. We simply have a form for them to check yes or no if they have every been debarred, then they sign and date and it goes in their personnel file.
----------
We have a statement in our offer letters and will be putting it on our employment application as well.
----------
At another company, we had the background check company include this item in their report on each new hire. The background check company included it for a nominal charge.
----------
We check the FDA website for each new employee as part of the pre-offer process.
----------
Unfortunately I am not familiar with this, however, would be very interested in receiving information from your responses
----------
I have never heard of this, and would greatly appreciate any feedback you receive.
-----------
Cellphone/Blackberry Policy Survey
Regarding Cellphone/Blackberry policies for employees:
1. Do you provide cell phones for employees? Yes or No
( If Yes, please answer the following questions, if No, please go to questions #2)
a. What positions/levels do you provide company cell phones to?
b. Do you require reimbursement of costs over a certain level?
2. Do you reimburse employees for using their own cell phones? Yes or No
( If Yes, please answer the following questions)
a. Do you reimburse according to a flat rate, if yes please describe.
b. Do you reimburse actual cost based on submitted bill/receipt
3. Do you provide handheld devise for email/internet, blackberry or similar for employees? Yes or No
( If Yes, please answer the following questions, if No, please go to questions #4)
c. What positions/levels do you provide company handheld devises to?
d. Do you require reimbursement of costs over a certain level?
4. Do you reimburse employees for using their own handheld devise for email/internet, blackberry or similar? Yes or No
( If Yes, please answer the following questions)
c. Do you reimburse according to a flat rate, if yes please describe.
d. Do you reimburse actual cost based on submitted bill/receipt
Out of 16 particpants, 14 provide cell phones to selected employees. Of those 14, 13 also provide handheld devises which can check email and internet. Most of the companies generally pay and provide the equipment. Two companies provide a flat rate to cover business use on a personal phone/devise; one as an exception, the other as a regular policy. About ½ of the companies will reimburse for business use on a personal phone w/ receipts.
Participating companies (in alpha order): Acadia Pharmaceuticals, Accumetrics, Ambit Biosciences, Anadys Pharmaceuticals, Ardea Biosciences, Biocept, Celgene, Ceregene, Cylene Pharmaceuticals, Cyntellect, Gen-Probe, Isis Pharmaceuticals, Millipore, Optimer Pharmaceuticals, Signal Pharmaceuticals, and Synteract.
1. Do you provide cell phones for employees? Yes or No
( If Yes, please answer the following questions, if No, please go to questions #2)
a. What positions/levels do you provide company cell phones to?
b. Do you require reimbursement of costs over a certain level?
2. Do you reimburse employees for using their own cell phones? Yes or No
( If Yes, please answer the following questions)
a. Do you reimburse according to a flat rate, if yes please describe.
b. Do you reimburse actual cost based on submitted bill/receipt
3. Do you provide handheld devise for email/internet, blackberry or similar for employees? Yes or No
( If Yes, please answer the following questions, if No, please go to questions #4)
c. What positions/levels do you provide company handheld devises to?
d. Do you require reimbursement of costs over a certain level?
4. Do you reimburse employees for using their own handheld devise for email/internet, blackberry or similar? Yes or No
( If Yes, please answer the following questions)
c. Do you reimburse according to a flat rate, if yes please describe.
d. Do you reimburse actual cost based on submitted bill/receipt
Out of 16 particpants, 14 provide cell phones to selected employees. Of those 14, 13 also provide handheld devises which can check email and internet. Most of the companies generally pay and provide the equipment. Two companies provide a flat rate to cover business use on a personal phone/devise; one as an exception, the other as a regular policy. About ½ of the companies will reimburse for business use on a personal phone w/ receipts.
Participating companies (in alpha order): Acadia Pharmaceuticals, Accumetrics, Ambit Biosciences, Anadys Pharmaceuticals, Ardea Biosciences, Biocept, Celgene, Ceregene, Cylene Pharmaceuticals, Cyntellect, Gen-Probe, Isis Pharmaceuticals, Millipore, Optimer Pharmaceuticals, Signal Pharmaceuticals, and Synteract.
Tuesday, March 10, 2009
Public Transportation Costs Survey
Survey of 18 member companies asking:
- Do you currently reimburse ee's for public transportation costs?
- If so, at what %?
- Are there any restrictions?
- Other/Comments
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