c

c
cc c
c

Google¶s founders often state that the company is not serious about anything but search. They
built a company around the idea that work should be challenging and the challenge should be
fun.

To that end, Google¶s culture is unlike any in corporate America, and it¶s not because of the
whimsical lava lamps and large rubber balls, or the fact that one of the company¶s chefs used to
cook for the Grateful Dead. In the same way Google puts users first when it comes to online
services, Google puts employees first when it comes to daily life in its offices.

³The goal is to strip away everything that gets in our employees¶ way. We provide a standard
package of fringe benefits, but on top of that are first-class dining facilities, gyms, laundry
rooms, massage rooms, haircuts, carwashes, dry cleaning, commuting buses ± just about
anything a hardworking employee might want. Let¶s face it: programmers want to program, they
don¶t want to do their laundry. So we make it easy for them to do both.´ Eric Schmidt, CEO
Google

Benefits Philosophy: We strive to be innovative and unique in all services we provide both to
customers and employees, including our benefits and perks offerings. We realize and celebrate
that our employees have diverse needs, and that this diversity requires flexible and individually
directed support. Our priority is to offer a customizable program that can be tailored to the
specific needs of each individual, whether they enjoy ice climbing in Alaska, want to retire by
age 40, or plan to adopt 3 children.

When you take a close look at these employee benefits Google provides, you will see a common
thread that indicates how much Google sees their employees as a close-knit family. The thought,
consideration and assistance they offer, with their employees' needs being the focus, is the glue
that keeps their workers happy, healthy and financially taken care of.

c
c c c
c cc
'

  
  
  
  


  
    
  


     

    

 
c c  
 Plan. Now, this is an incredible benefit that provides a way for
employees to save part of their paychecks for post-secondary education for themselves or their
children.

This plan is another offering besides Google's Flex Spending Account and their matching 401(k)
Plan options.

-± 
c Google offers up to È weeks off at about 100% of an employee's regular
pay. That's especially generous because many large corporations only give up to à
 weeks'
paid.

Check this out: on top of the fantastic paid leave, new moms and dads are able to have take-out
meals covered up to $500 during the first 3 months they are home with the new baby.

( Ä 
 c   This is a special benefit for non-primary caregivers. For example, if your
sister wound up in the hospital and needed you to fly out to care for your nieces and nephews,
you get up to 7 weeks off, paid at approximately 100%.

v c  c Ä  Google's motto is, "Good people know other good people,"
and encourages recommendations of candidates for openings. If they hire your referral and
remains employed at Google for at least two months, the referrer (you) gets a nice bonus.

  c 
c   If your babysitter doesn't show or your daycare suddenly closed its
doors one morning, Google will provide five days of free childcare through Children's Creative
Learning Center (CCLC), for ages 6 weeks to 12 years of age.

o± 

cÄ  Let it never be said that Google doesn't contribute to charity and go
the extra mile to encourage their employees to get more mileage out of their charitable dollars.
Google matches contribution of up to $3000 per year from eligible employees to non-profit
organizations, says the Google site. "Bolstering employees contributions to worthy causes with
matching gifts doesn't just mean helping hundreds of organizations, both locally and globally, it's
also a tangible expression."

j
c 
 Google assists their employees by offering financial help in the adoption
of a child.

Google will reimburse the adoptive parents up to $5,000 for legal expenses, adoption agencies,
or any other professional adoption fees. On top of this, parental leave and take-out benefits also
apply here.

· r

 c Ä


c   Google provides their employees with objective and conflict-
free financial education courses that are comprehensive and cover a wide variety of financial
topics---free.

In addition to these courses, Google offers EAP, an Employee Assistance Program that provides
services for employees and their dependents that include free short-term counseling, legal
consultations, child care referrals, and even pet care referrals.

D  c 
c  Google headquarters in Mountain View, California provides their
employees with an on-site oil change, car wash, massage therapy, dry cleaning, hair stylist, gym,
fitness classes and bicycle repair.

In addition to these services, gourmet chefs create a wide variety of healthy and delicious---and
free---lunches and dinners for Google's employees. Google also offers satisfying snacks in
between meals.

  
c  Also at Google's Mountain View headquarters, employees have the
convenience of seeing a doctor for medical attention right on-site.This perk could save having an
employee leave the workplace in order to be seen by a medical professional.

 c c  Another famous benefit of working at Google is the 20 percent time
program. Google allows its employees to use up to 20 percent of their work week at Google to
pursue special projects. That means for every standard work week, employees can take a full day
to work on a project unrelated to their normal workload. Google claims that many of their
products in Google Labs started out as pet projects in the 20 percent time program.


cÄ
cc!c"

cj
c c
cc#c#
c

c Make sure your benefits and rewards match the accomplishments. In other words,
a reward does not need to cost a lot of money; what matters is that the benefits is of value
to the employee.
c Center your company benefits around your employees' needs.
c Be fair with reward systems. Make sure that whatever benefit or reward system
you set up can never be construed into ³playing favorites.´
c Don¶t let your mood(s) dictate when to offer benefits or rewards to employees for
jobs well-done. Employees can detect when an employer is sincere when showing
appreciation.
c Never use benefits or rewards as leverage to get what you want. Don¶t put a
reward in place for everyone and then use it against everyone---for lack of performance
by one or two people---by taking it away. Again, be fair to all.
c Learn to incorporate and give rewards to the right employees for the right reasons.