Small businesses make up 98 percent of the employment scene in Rhode Island.
This statistic is particularly significant when assessing the level of workplace
benefits for new parents.
Most Rhode Island businesses lack the number of employees it takes to cover a void left by a mother or father who, for example, temporarily leaves work beyond the 12 weeks allowed by law. Thus, workplace programs in the state often vary depending on the size of a company.
“Some companies are extremely into work site development while others are just starting,” said Edna Poulin, chief of Worksite Health at the state’s Department of Health. “They have to look at the economics of the situation.”
Beyond Cash Donations: How New Forms of Giving Are Transforming Not-for-Profit Accounting
Evolving Funding Landscape for Not-for-Profits Not-for-profit organizations are being asked to do more with less,…
Learn More
Small businesses, particularly those with fewer than 25 employees, often lack the means to hire a human resource employee; this may leave health and wellness initiatives on the back burner.
Companies providing more in the way of workplace benefits include accounting firms.
Richard A. Kaplan, president of accounting firm Yarlas, Kaplan, Santilli and Moran Ltd. in Providence, said it’s to his advantage to provide the flexibility to retain a working parent, even if only part time. In his field, employees develop a relationship with a client and are accustomed to confidential material; this makes retention programs critical.
“It’s expensive to train and introduce a new accountant to clients,” he said. “The firm supports those who need to take time off to keep their lives ordered. It’s good for retention and for public relations.”
Angela Paolino, human resource director at DiSanto Priest & Co. in Warwick, said among her accounting firm’s 60 CPAs and other professionals, three female managers have scaled back schedules to work part time.
“We’re a fairly large accounting firm in the region and can afford to,” she said. “But, compared to other metro areas, having only 60 people is considered small.”
She adds that more can be done at businesses in the state to further workplace development, although she recognizes that size does matter.
“Because there are a lot more small businesses in Rhode Island, there’s not enough support if one employee leaves for an extended time,” she said.
A growing number of women across the nation are choosing to stay home after the birth of a child rather than go back to work, according to a Census report.
A U.S. Census Bureau report Fertility of American Women: June 2000 found that for the first time in 25 years, the percentage of new mothers in the work force fell. In 2000, 55 percent of new mothers went back to work compared to a record high 59 percent in 1998.
“Whether the declines are short-lived or will continue depends to a considerable extent on changes in the economy and changes in the lifestyles of new mothers balancing work and child-rearing activities,” said census analyst Martin O’Connell.
Such findings have been the catalyst behind workplace programs at large accounting firms like New York–based Deloitte & Touche LLP. According to a report in The Wall Street Journal, the company is preparing to launch a “Personal Pursuits” program that allows unpaid leaves of absence for as long as five years.
The aim is to cut the cost of turnovers. The Journal report says the company saved $41.5 million in this area with the workplace programs already in place.
Worksite Health’s Poulin said retention is just one reason employers in Rhode Island are expanding workplace initiatives. Preventative programs are gaining ground in the state as a means to lower the cost of health insurance.
“If health care is provided to employees, that business is often forced to put preventative programs in place to mitigate health care costs,” she said.
She says some companies, like Beacon Mutual in Providence, are running health fairs during weekends for employees and their families.
Kathy Moren – owner of Warwick-based Healthy Babies, Happy Moms Inc., a private company that aims to help mothers with breast-feeding options – says state businesses are “woefully” behind in providing resources like lactation programs for working mothers.
“So many new mothers complain that they either have to stay home with their kids or give up on breast-feeding,” she said.
One of her specialties is consulting businesses in establishing comfortable areas in the workplace for women to pump breast milk. Moren said in Rhode Island there are too few businesses that make such accommodations available, especially compared to Illinois, where she previously worked.
An example of a large company in New England with an extensive workplace program is FleetBoston Financial Corp. According to its Workplace, Health and Productivity Manager Claudine Reilly, the 20 programs in place at Fleet have resulted in a 90 percent to 95 percent retention rate.
“A lot of this rate has to do with the need for income,” she said. “But, we do provide many programs.”
There are 21 “mother rooms” to pump breast milk in Fleet buildings with more than 20 maternity leaves in a year. Managers have the ability to offer flexible work arrangements. There are parenting support groups and medical coverage for prenatal visits.
As for offering a five-year hiatus like at Deloitte & Touche, Reilly said “that seems a little unreasonable.”
Organizations like the Rhode Island Foundation have also been involved with family programs, although the focus has been on low-income women. Rick Schwartz, vice president of communications at the foundation, said getting mothers involved in child-care has been an initiative there and at other nonprofit organizations.
“There is a significant need in Rhode Island for child-care,” he said.
