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Business Award Winner - Employer |
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Business Award Winner - Employer |
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Company Description |
For more than seven decades the chemical industry in West Virginia has provided career opportunities for residents who live and work in the Mountain State. The Dow Chemical Company is a part of the community and has an abiding respect for the hard work, honesty and genuine friendship for which West Virginians are known. Dow is a leading science and technology company that provides innovative chemical, plastic and agricultural products and services to many essential consumer markets. With annual sales of $30 billion, Dow serves customers in more than 170 countries and a wide range of markets that are vital to human progress, including food, transportation, health and medicine, personal and home care, and building and construction, among others. Committed to the principles of Sustainable Development, Dow and its approximately 50,000 employees seek to balance economic, environmental and social responsibilities. Dow's North American Women's Innovation Network (WIN) is a group of Dow people working together to maximize the contributions of Dow women to the company's success by helping women define and realize their own personal visions of success. The NA WIN mission is to champion cultural change to maximize the individual professional contributions of all Dow women. Dow and Dow people are successful because we utilize the unique differences and strengths of each other. |
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Flexible scheduling |
Dow has an Individualized Work Schedule (IWS) where an employee has a schedule with non-conventional starting and quitting times, but still based on eight hours per day. An Individualized Work Schedule (IWS) arrangement allows employees to set their starting and quitting times -- within agreed-upon limits set by management (such as: start at 7:00 a.m. and end at 4:00 p.m., or start at 9:00 a.m. and end at 6:00 p.m.). An IWS can help employees manage personal situations without losing work time. Tardiness or the need to leave early, which would typically result in lost work time, become non-issues with an IWS. Dow also utilizes flex-time. Flex-time is one type of flexible work arrangement that allows each member of a work group to have an individualized work schedule. But, there is a band of time when all employees are expected to be at work (available for meetings, etc.). For instance, the group might establish 10 a.m. to 3:00 p.m. as the common band of time when it is understood that all employees will be at work. Employees have a responsibility to set their own individualized work schedules within that boundary, based on the demands of their jobs and their own personal needs. |
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Flex-time |
Dow has a compressed work week arrangement which allows a 40-hour-work week, or an 80-hour two-week cycle, to be compressed into fewer than the typical five or ten work days. The most commonly used compressed work schedule at Dow has been the 9/80 schedule, in which employees work four nine-hour days and one eight-hour day in one week, followed by a week of four nine-hour days and a day off (typically a Friday). |
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Professional part-time |
Dow offers a less-than-full-time (LTFT) schedule which allows employees to work less than 40, but at least 20, hours per week on a regular basis. LTFT employees receive full medical, dental and life insurance benefits with premium adjustments. Salary and other benefits, like vacation time, are reduced to reflect the reduced work schedule. |
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Job sharing |
Job Sharing at Dow is when two workers share the responsibilities of one full-time position. This can be useful in providing less-than-full-time work opportunities for positions that cannot be significantly reduced or split into two distinct half-time jobs. Dow job share partners voluntarily share the responsibilities of one full-time position. Like a less-than-full-time (LTFT) position, compensation and benefits are calculated based on the work plan. |
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Family medical leave |
Dow's Family Leave Policy is available to employees who need time off to care for a family member. Dow's Family Leave Policy is implemented in accordance with the Family and Medical Leave Act of 1993 and offers up to 12 weeks of employment-protected unpaid leave in a twelve-month period. While on Family Leave, salaried employees continue to receive Dow benefits and are credited for services toward the Dow Employee's Retirement Plan. Dow's Family Leave covers employees for:
Medical/Personal Illness Leave: Dow has a long-standing personal illness policy, which generally provides uninterrupted pay continuation. The Family and Medical Leave Act of 1993 (FLMA) resulted in a more formalized Medical Leave program. Dow's Medical Leave program provides paid leave for "serious health conditions" that make an employee unable to perform the job. Absences for illness or injury that do not meet the "serious health condition" definition are managed as sick time/personal illness through supervisory approval. |
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Maternity and paternity leave |
Since every pregnancy is different, Dow provides employees time away with full pay within Dow's Medical Leave Program based on the medical advice of a personal physician. Each case of pregnancy will vary as to the leave period. This period is dependent upon the medical condition of the woman before and after delivery and the physician's recommendations. Other leave policies, such as Family Leave, are available to provide care to the newborn following the Medical Leave. New Fathers: New fathers typically use the short-term family illness program (not to exceed 40 hours) at the time of the birth of a new child. Thus, a father is better able to provide assistance to his spouse, as well as participate in the initial care of the newborn child. Other types of leaves include funeral, military, personal leave of absence and a two-year educational leave. An example of the funeral leave is included for more information: Dow's Funeral Leave gives an employee time away from work with pay to make arrangements for and/or attend the funeral of a family member. After employees consult with their supervisors, the length of time granted varies according to personal family relationships and geographic distances. Generally, between one and five days are granted for funeral leave. |
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Telecommuting |
For some roles and job responsibilities at Dow, the work can be done from one or more non-traditional work locations -- the home, a customer’s office, hotel, airport, or car, for example. In today’s world of growing technology, employees can sometimes maintain a productive interface with co-workers and customers using the telephone and other tools (PC, modem, fax, voice mail, etc.). Work-at-home and virtual office arrangements, are two forms of non-traditional work locations used at Dow. Dow has found this type of arrangement to be a cost-effective alternative for our Sales organization and for some other employees, as merited by business and personal needs. Two common variations of the non-traditional work location concept are work-at-home and "virtual office" arrangements. In a work-at-home arrangement, an employee spends one or more days per week working from the home, instead of from a Dow office location. The business and position are still based at Dow, however, a mix of home- and office-based activities is usually required. Unlike a self-employed person, the employee works from home while maintaining the office location as "home base" and regularly checking-in there. In a virtual office arrangement, the employee spends time at a variety of work sites, such as a customer's office, another Dow site, a hotel room, airplane, automobile or the home. The business and position are based with the customer, and the employee spends time where he or she can best serve the customer and accomplish work objectives. The location of this "virtual office" varies, sometimes from day-to-day. The majority of the Dow sales force has this type of work arrangement. I know of at least one male employee at West Virginia Operations who is taking advantage of this program two-three days during the week. He is engaged and living in North Carolina, so he has to commute a long distance. To help eliminate this long commute to work, he is now working out of his home for the majority of the week. |
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On-site day care |
Due to the nature of the business Dow is in (manufacturing chemicals), it would not be appropriate to have a childcare facility on-site. However, Dow understands the need to provide support on this issue to improve employee morale and have more productive employees. Currently at West Virginia Operations, we have an association with the YMCA day care facility. Also, a new team has just been formed at our site to address childcare needs (State Senator Vic Sprouse is leading this team). This team was formed based on a need that was identified from a survey that was conducted at our site. |
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Breastpumping facilities |
Private rooms are available in most locations. I worked with an individual who had to breastpump several times per day. She had her own office so she was able to close and lock her door and have the privacy she desired. For others that do not have this ability, when an individual makes a request for this accommodation, it is provided. |
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Lactation support |
The Dow Lactation Support Program is designed to help women interested in combining working outside the home with providing healthful nutrition to their babies. The Lactation Support Program is offered through the collaboration of Dow Health Services, community lactation programs, and Family Issues. Program Specifications:
A West Virginia Operations female site leader has confirmed that this program is available through our medical department at this location. |
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Discounts for childcare or eldercare / Voucher payments for childcare or eldercare |
Dependent Day Care Reimbursement: The Dependent Day Care Reimbursement Account (DCRA) lets you set aside pre-tax dollars to pay for certain child care or other Dependent day care expenses incurred while both you and your Spouse work or attend school full time during the Plan year. Plan Description:
Health Care Reimbursement Account: The Health Care Reimbursement Account (HCRA) can help you save money on medical, prescription Drug, dental and vision expenses not covered by your Medical or Dental Plan. You set aside pre-tax dollars for health care expenses you expect to pay during the year. After paying these expenses, you are reimbursed from your account. Plan Description
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Day care resources/ referral programs |
See description above for On-site day care. Also, Dow has contracted with LifeCare, Inc., to bring U.S. employees and their family members a wider variety of work/life information and referral services. Through LifeCare, members have 24-hour Internet and telephone access to news, tips and resource information to help them better manage their work and life commitments. LifeCare’s Services relate to all aspects of an employee’s life — from family and health issues to educational and financial concerns. Members can access LifeCare’s vast library of information on topics ranging from parenting to financial planning. LifeCare’s Quick Search function offers instant access to a database of local child care providers, colleges, nursing homes and more. |
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Sick child days |
Dow has a leave policy for family Illnesses. This leave policy is intended for temporary absences of short duration (not to exceed 40 hours); for longer term absences, unpaid Family Leave should be considered. With the supervisor's approval, the employees will be compensated for time away from work required to care for an ill or injured family member (i.e. spouse, child, or parent). |
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Phase-in programs |
At Dow, employees have the ability to utilize EAP for counseling support when sequencing back into the work force. Also, at an individual’s request, they may work with their manager to decide on the best options for phasing back into the workforce, especially following a pregnancy. Please refer to the Chris Sutherland e-mail as testimony to how she was able to sequence back into an agreeable arrangement following the birth of her third child. |
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Short term disability coverage |
Dow’s Short-Term Disability plan provides you with 100% income replacement to help ensure there is no interruption to your income when you are sick or injured and cannot work. The Short-Term Disability plan is also the "qualifying period" for the Long Term Disability Plan in cases where your disability is severe enough to cause you to be away from work for an extended period of time. This Short-Term Disability plan provides 100% of pre-disability earnings for up to 26 weeks if you are ill or injured, cannot work, and are under the regular care and treatment of a physician. This plan applies to the employee only — there is no disability plan offered to Spouses or Children of Employees. Income received from the Short-Term Disability plan is taxable. Normal deductions for taxes, government and Company benefits, etc. will continue. |
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Employee Assistance Programs (EAP) |
Dow’s EAP offers a wide range of services to assist in bringing the demands of home and the workplace into balance. EAP counselors are available 24 hours a day, 7 days a week. Counselors offer confidential, individualized assistance to help us deal with our unique issues. Dow’s EAP provides professional, confidential counseling for employees and family members. Counselors can help with a variety of problems, including: Stress, Substance Abuse, Depression, Domestic Violence, Divorce, Job Dissatisfaction, Parenting, Grief and Loss, Financial and Workplace Issues |
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Pre-paid legal program |
Dow does offer pre-paid legal services to their employees, but for obtaining patents and for joint venture projects which involve third parties outside of Dow. |
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Concierge services and referral |
At West Virginia Operations, Dow currently offers massage therapy at our Wellness Center at the Tech Center in South Charleston. Also, I’ve mentioned previously that Dow has contracted with LifeCare, Inc., to bring U.S. employees and their family members a wider variety of work/life information and referral services. |
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Wellness programs |
At West Virginia Operations, Dow has an on-site fitness center at the Technical Center. This fitness center is free, open to all Dow employees and is operated by Nautilus. The fitness center will do on-site cholesterol screenings, as well as evaluate % body fat, etc. and tailor a fitness program to each individual’s needs. When the on-site fitness center is not open, employees may attend any other Nautilus center free of charge — they must only present their employee ID. The WVO fitness center sponsors a Fitness Olympics Event. This event is held as a way to promote fitness throughout the workforce through a FUN competition and/or a means to evaluate individual’s fitness level. The Fitness Center also organizes Dow sports such as tennis, volleyball, softball, etc. |
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Other |
Dow has an Adoption Assistance Program. The Dow Adoption Assistance Program is designed to assist employees in covering a portion of the expense associated with adoption. It reflects Dow's continuing commitment to diversity and family issues by supporting employees financially and emotionally as families are built through adoption. Under the program Dow will reimburse all eligible expenses up to a maximum benefit of $3,000 for a single child adoption or a maximum of $4,000 for a sibling-group adoption for many of the agency, legal, and medical expenses incurred. The benefit is prorated for LTFT employees based on their work plan (20-29 hrs/wk = 50% and 30-39 hrs/wk = 75% reimbursement). Typical adoption expenses include:
"As a working mother of three, I have found The Dow Chemical Company to be a very supportive advocate for working mothers. After my third child, I found it necessary to return to work on a part-time basis to ease the transition. My Leader worked with Human Resources and enabled me to make the transition. I was provided Remote Access to the Dow Network which has enabled me to do some of my work from home. Now that I have returned to full-time status, my schedule is very flexible. I feel comfortable in spending less time 'in the office during normal work hours' and know that my performance evaluations are related to the quality of the job I am doing. Dow has provided me with the flexibility to adapt my work schedule on a daily basis so I am able to participate in school functions, and other important events that occur doing normal working hours. " Chris Sutherland "Dow has allowed me to job share with another mother in a professional position, each of us working 3 days/week. We continue to receive health benefits and vacation and we have the flexibility to work some from home through a remote access connection if our children are sick. We received the same maternity leave as full time positions." Margie Swecker
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