Sorry no

HR doesn't have a view into the committees, but there are the usual ones (i.e., Compensation, Audit, Loan, etc.)

As of now we have 11 board members. Committees consist of board of investment including one or two compensation meetings annually, audit committee, long range planning, quarterly trustee meetings, ALCO, advertising and nominating.

No we don't

no

Our board is comprised of 12 Directors and they hold 9 meeting per year. The Board has 5 committees each with the following composition and meeting frequency:
Executive Committee: 5 members; meets 24 times per year
Audit Committee: 4 members; meets 4 times per year
Compensation Committee: 5 members; meets 4 times per year
ALCO Committee: 3 members; meets 4 times per year
Foundation Committee: 3 members; meets 4 times per year

N/A

Josh Britton is very good.

no

We have only used the Express Grants through the WT Grant program, which doesn't require any heavy lifting. For a full-fledged grant, I'd have to see what's involved. To answer the question, NO we haven't used a grant writer.

No

I used one in my previous job located in New Jersey but had local trainers in Massachusetts to conduct training once grant was approved. Sorry do not recall the name of the company.

not sure

We have not worked with a grant writer.

No

No, I have not.

The Training Associates, based in Marlborough, MA (Web Link: https://thetrainingassociates.com) helped me partner with Human Power Solutions. Human Power Solutions (HPS) helped me write our grant proposal in 2020. We were awarded a 2 year Workforce Training Grant to conduct training for our employees.

The training provider we selected offered to write the grant and help manage the tracking needed to submit for reimbursement.

Significant increase: 15.79% (3 respondents)

Slight increase: 47.37% (9 respondents)

Decrease: 26.32% (5 respondents)

Not sure / Don’t track this specifically: 10.53% (2 respondents)

Yes: 4.76% (1 respondent)

No: 61.90% (13 respondents)

Unsure or have not considered it: 33.33% (7 respondents)

the only care giver coverage we have is the Mass PFML paid leave to care for a family member

Would be interested in learning about caregiving benefits.

our MAPFML usage is down for 2025

We looked at CariLoop as a potential partner , but deferred offering it at this time

One Digital
Liz Bernaiche
Lbernaiche@onedigital.com

no, we have not

Pearl Myer

One Digital

Not that I know of....

Just Pearl Meyer

No

We use Pearl Meyer and AON/McLagen

No

We use Pearl Meyer.

Primarily use Pearl Meyer for Executive group. Have done a larger compensation review for the entire organization with The Wilson Group.

Balanced Comp: https://balancedcomp.com/

PTO: 40.00% (8 respondents)

Vacation / Sick: 55.00% (11 respondents)

Other (please specify): 5.00% (1 respondent)

PTO and Sick Policies

We combined what would be vacation, sick & personal.

Because ours followed a merger with each bank having different accrual rates as well as policies on carry over, we did an evaluation of what the standard vacation by level and years of service would be first and then a "buyout" of the "bank" of carryover.

We do not have combined PTO bank

We combined vacation and added 8 of our 10 sick days and 1 of the 2 personal days were added to the PTO time.

We combined all previous eligible days into one PTO bucket

This transition to all PTO happened before the current HR team was here, so I don't have an answer.

We still offer PTO and vacation

Not combined here.

We did not combine. We essentially converted vacation to PTO, with a separate APTO (annual PTO). APTO time is only used when PTO is depleted and should be used for unplanned time. It is treated like sick/personal time and has no cash value at separation. All FT employees receive 7 days of APTO per annum and can carryover up to 7 from year to year to build somewhat of a sick Bank. PTO is use it or lose it and does not carryover.

Yes, we combined vacation, sick and personal, did not add or take away the number of days.

PTO and Sick policies are separate. The PTO policy combined the existing Vacation and Personal Day policies.

Yes.

Not sure changes were made before I was hired at TCB. However I was told when time off was broken out, vacation, sick and personal were generous. Looks like combining to PTO reduced some days overall.

Holidays are kept separate from PTO: 86.67% (13 respondents)

Holidays are combined into the PTO bank: 0.00% (0 respondents)

Other (please specify): 13.33% (2 respondents)

N/a

Vacation/Sick with separate Holidays

Yes: 77.78% (7 respondents)

No: 0.00% (0 respondents)

Other (please specify): 22.22% (2 respondents)

unsure-it happened before my time.

n/a

yes and no -

Easier to track. We don't feel we need to know why someone is out, just that they are on PTO

I think employees are satisfied with the combined PTO bank. They get to use the time for whatever they want.

Easy to administer and works well for us overall. Employees have come to expect the flexibility of PTO.

In conjunction with the transition to PTO from the Vacation and Personal Day polices, we also changed how we award additional PTO. Prior to the transition, employees (Officer level and below) earned an additional week of PTO when they began their fifth year of service, and then again when at the tenth year of service. Employees now earn an additional day of PTO each year until their tenth year of service, at which point they will have received the maximum PTO bank of twenty-four (24) days. In addition, keeping the Sick policy separate means that we do not have to pay out as much accrued PTO should an employee terminate or retire.

All aspects work well.

they are having a hard time with the accrual and seeing negative balances

Difficult to manage employees who abuse/overuse their time off with call outs. While APTO is supposed to be "banked" in a sense to cover employees in the event of an extended absence, some employees use it like PTO and do not reserve enough time to manage unforeseen absences.

Pain points were minor as we kept sick policy separate. There was some initial administrative set up in HRIS as well as some education but all in all it has been a win/win.

N/A

Tapping out of PTO to early in the year

I think what we are doing works well, but communication and oversight by managers is important.

N/A

Add wellness days

Less than 2 weeks: 0.00% (0 respondents)

2 weeks: 33.33% (6 respondents)

3 weeks: 27.78% (5 respondents)

4 weeks: 0.00% (0 respondents)

More than 4 weeks: 0.00% (0 respondents)

Varies by position/level: 33.33% (6 respondents)

Other (please specify): 5.56% (1 respondent)

2 weeks for non exempt, 3 weeks for exempt

Varies by position

depends on position

nonexempt 12 years

officer 10 years

5 - 13 years depending on level: level 1-5, 13 years; level 6, 10 years; officers, 5 years

At 3 years, they get 4 weeks.

10 years

For hourly: 15 years; For Exempt, Supervisor/Manager: 15 years; For VP and above: immediately

8 years

15 years

10 years

7-19 years

10 years

10 year

Varies by level: VP and above earn 4.8 weeks of PTO at hire; Officers earn 4.8 weeks of PTO at 5 years of service; Staff earn 4.8 weeks of PTO at 10 years of service

7 years.

Increases to 17 days at four years, 19 days at six years, and four weeks at 10 years. However, all VP level gets 4 weeks.

Year 2 to 5

Only senior officers receive 5 weeks of Vacation benefit

25 years

25 years

10 years.

4 weeks is the max. All employees receive 7 PTO days.

20+ years

N/A

Only VP and above get 5 weeks meeting certain criteria; the cap is 4 weeks for everyone else.

15

20+ years

n/a

25 years

Our PTO policy is capped at 4.8 weeks (24 days)

10 years.

Twenty years, but all SVP level and up gets five weeks.

10 plus years

Yes: 47.06% (8 respondents)

No: 47.06% (8 respondents)

Other (please specify): 5.88% (1 respondent)

Sometimes. Usually it is 4 weeks.

has anyone worked with Doctor's Choice (medicare purchase assistance)?

Given the determination by MA SJC last fall, where it was determined that companies do not have to accrue PTO for employees while they are on leave (PFML), did everyone stop accruing or is it being considered?