Solectron Corp. applied its philosophy to always communicate effectively with its employees by taking the many languages of its work force into consideration when it introduced a complicated new benefits plan.
As health-care costs continue to rise, and as retiree populations grow, companies are forced to either make revisions in their retiree health-care plans to lessen their liabilities, or eliminate the plans completely. Cost-sharing and managed care are two solutions.
Many companies already had family-leave policies prior to Family and Medical Leave Act(FMLA). However, very few had policies that contained all of the same provisions and had to make at least some adjustments to their leave programs to comply with the new law.
After being left with no insurance coverage because of a bankruptcy, retirees of Uniroyal Plastics negotiated to control their own benefits. The plan enabled them to have the coverage they wanted, and saved the company substantial amounts in administrative costs.
Lafayette, Indiana-based Subaru-Isuzu (SIA) has take their exercise program through lots of planning, careful implementation and many revisions so that they could minimize workplace injuries, such as strained muscles and repetitive-motion injuries. The program has expanded to include aerobics and more-intensive general exercises.