THRIVING WORKPLACE POLICIES Thrive2027 is a driving movement that unites community perspective with organizational action to accelerate change that will give our kids a strong start, empower our neighbors to thrive – not just survive, and help us all live longer, better. This toolkit provides several workplace policies and best practices that help to advance Thrive2027 while benefiting your organization and your employees. 1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better

July 2020 OFFER FAMILY-FRIENDLY WORKPLACE POLICIES

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Offer flexible hours Positively impacts Increases employee Increases 1 Massachusetts’ Advisory provides an additional 24 or parental leave so employee well-being retention parent hours of unpaid leave (beyond FMLA) for employees to attend school activities or child’s or elderly relative’s parents can attend Decreases stress Reduces engagement, which school events supports children’s medical appointments. Assists in meeting unscheduled early learning School/Parental Leave: Some states provide for a work & family absences experiences limited number of hours annually for parents to attend responsibilities Increases employee school-related events and activities for their children. productivity and concentration Read more about laws that allow parents and caregivers to attend kids’ school events.

Expand childcare Positively impacts Increases employee Ensures children Offer on-site child care or back-up care options for employee well-being retention receive quality 1 Local Example: Bank of America employees, including Decreases stress Increases employee early care & childcare referral parents have 2 Offer an Employee Assistance Program which Assists in meeting productivity & assistance the support they supports all employees (regardless of shift) with work & family concentration need to remain in the referrals to childcare support options. Take childcare responsibilities workforce needs into account when scheduling employees.

Partner with a Decreases stress Reduces employee Ensures children Create a partner-service arrangement 1 with a childcare provider who can childcare center or Assists in meeting absenteeism receive quality in-home provider early care & provide care in emergency situations work & family Increases employee 2 so that employees do not have to to provide sick- responsibilities productivity & parents have child options to the support they take sick or not-paid time off. concentration 3 employees need to remain in the workforce

1 Goal1 1:Goal Give 1: kids Give a kidsstrong a strong start start 2 Goal2 2:Goal Empower 2: Empower neighbors neighbors to thrive to –thrive not just– not survive just survive 3 Goal3 3:Goal Help 3: us Help all liveus alllonger, live longer, better better 2 2 OFFER FAMILY-FRIENDLY WORKPLACE POLICIES

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Provide paid Increases familial Reduces employee Decreases Bank of America offers 16 weeks of paid parental leave 1 maternity/paternity bonding turnover infant mortality (maternity, paternity, and adoption) along with a new leave and maternal parent kit and other resources. Supports parental Creates neutral or 2 deaths, which mental health positive effects Bernstein Shur offers 16 weeks of paid leave to all new impact years of on productivity, 3 parents regardless of gender and time may be taken Increases premature death probability that profitability, turnover flexibly throughout the child’s first year. mothers return to and morale Several of Maine’s largest employers offer some form employment later, of paid leave for mothers and fathers following the and then work more birth or adoption of a child, including MaineHealth, hours and earn Hannaford , Walmart, L.L.Bean, Unum, WEX, and IDEXX. higher wages Leaves That Pay: Employer and Worker Experiences With Paid Family Leave in California Rutgers Study Finds Paid Family Leave Leads to Positive Economic Outcomes

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 3 3 HELP EMPLOYEES DEVELOP PEERS AND FUTURE EMPLOYEES

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Partner with Increases job Achieves CSR goals Develops and 2 Jobs for Maine Graduates (JMG) partners with 500+ organizations satisfaction through Identifies future strengthens businesses whose employees visit classrooms, host and schools to participation employees and employable skills job shadows and internships, and volunteer at student offer job shadow Builds and assists with for future workers enrichment events days, internships, strengthens sense of recruitment regardless of Sponsor and/or host internships specifically for mentoring programs community employer BIPOC youth, e.g. INROADS. Creates career Local Examples: Unum, Dead River Company, Baker pathways Newman Noyes, and many more.

Offer an internal Increases skills Strengthens Increases job Employees can learn in-demand skills from other 2 employee mentoring employees retention employees. program Intel’s program focuses on matching people not by job title or by years of service but by specific skills that are in demand. The voluntary program is open to everyone – from workers on the factory floor to senior-level engineers. Sodexo’s Spirit of Mentoring Initiative (IMPACT) is a formal cross-divisional and cross-functional program that builds skills and relationships among employees. About 75% of matches are cross-cultural and in the past two cohorts, women and people of color who participated were at least 10% more likely to be promoted than those who did not.

42% of employees say learning and development is the Offering career training and development most important benefit when deciding where to work would keep 86% of millennials from leaving [ followed by health insurance (48%) (Udemy) [ their current position (Bridge)

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 4 OFFER EMPLOYEES ACCESS TO EDUCATIONAL OPPORTUNITIES

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Help employees Increases access Increases employee Impacts 2 Benefiting Both Corporations and Employee By complete high to advancement retention and high school Building Better-Educated Workforce school by offering opportunities and advancement graduation rate Cengage, Goodwill, University College, Local Audlt free access and/ additional income Reduces time Increases Educations or Paid Time Off to and money spent opportunity/ income attend accredited Ed2Go combines Career Online High School courses on training and over lifetime and training programs. Example combinations: High programs at local recruitment institutions or School Diploma with Food/Hospitality Training, High online (on-site or Builds talent School Diploma with Commercial Driving Training, elsewhere) and improves High School Diploma with Child Care Training, High effectiveness of School Diploma with Retail Customer Service Skills existing employees Training, etc. Improves company’s McDonald’s and Walmart offer Career Online High ability to promote School as a benefit for their employees. (McDonald’s from within, reducing also extends the benefit to family members of the turnover costs employee at no cost). Any employee who meets Unlocks tax breaks certain eligibility requirements can earn their for corporate accredited high school diploma at no cost to them. education The credential takes 1-2 years. reimbursement costs

RESULTS McDonald’s and Walmart have each graduated over 300 employees from Career Online High School since partnering in 2015.

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 5 OFFER EMPLOYEES ACCESS TO EDUCATIONAL OPPORTUNITIES

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Help employees Attains credentials Increases skills of Increases 2 SMCC can deliver on-site credit classes at the gain skills and and skills, which employees post-secondary workplace, during or after business hours, to a access additional may help them Strengthens existing completion rate minimum of 10 employees. credentials and access advancement workforce Increases stability Offer employees customized training through the education opportunities and advancement of resources below: employees Maine Quality Centers (MQC) Competitive Skills Scholarship Program for Business (CSSP-B) Workforce Solutions (WIOA) Consider providing employee tuition assistance benefits up-front rather than a reimbursement to help more employees take advantage of benefits. Local Examples: BIW, Disability RMS, Goodwill, HP Hood, Long Creek Youth Development Center, Maine Medical Center, WEX (SMCC on-site classes) BIW- Customized Advanced Manufacturing and Welding Trainings (MQC/WIOA) Nichols- Machine Operator Training (CSSP-B) American Roots- Sewing Machine Operator/ Stitcher training (MQC, CSSP-B, WIOA)

Offer support, on-site Increases skills and Increases Increases 2 Local Adult Education providers, SMCC, and USM access to classes, helps employees communication and financial all have customizable solutions that either integrate and/or Paid Time advance efficiency stability and learning of the English language into skills training or Off for education to advancement of can offer on-site English language support at the work employees learning employees site. English In addition, several additional service providers offer resources around language attainment including: Learning Works, Hope Acts, the Salvation Army, Immigrant Welcome Center, In Her Presence, the Casco Bay Branch of the YMCA, etc.

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 6 UTILIZE INCLUSIVE HIRING, MANAGEMENT, AND RETENTION PRACTICES

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Hire individuals Accesses Accesses tax Strengthens Understanding Policies that Impact Employment 2 facing barriers to employment, which incentives the workforce Opportunities for People Who Have Criminal Records employment (such increases financial and increases The National HIRE Network helps individuals with as Black, Indigenous, stability employment rates criminal records reenter through employment. and People of Color, and financial stability veterans, New of jobseekers Work Opportunity Tax Credit (WOTC) is a federal tax Mainers, people credit that offers a tax incentive for private sector reentering the businesses to hire individuals from targeted groups workforce, people in that have consistently faced significant barriers to recovery, and people employment. with disabilities) Local Examples: Greater Portland Workforce Initiative Southern Maine Reentry Resource and Job Fair, Maine DOC Federal Probation and Parole, Goodwill Workforce Solutions, Preble Street, MDOL Career Centers.

Prevent unconscious Increases focus on Increases hiring of Strengthens Avoid asking candidates for salary history or work 2 bias from impacting candidates’ talent diverse candidates the workforce authorization information (prior to making an offer of the hiring process and qualifications and increases employment). rather than other employment rates Consider options to anonymize resumé data during demographic and financial stability review. information of jobseekers Train staff involved in hiring processes and search committees to recognize unconscious bias. Compare results of each hiring process against the organization’s DEI goals. Pursue equity in Increases Attracts a more Increases financial Conduct audits of decisions related to pay to identify compensation and advancement diverse workforce, stability of 2 and address disparities. promotion decisions opportunities for which can increase employees Require managers to provide evidence when employees and profitability measuring employee performance in evaluations, ensures leadership Increases employee rather than using a global ranking scale alone. teams are more engagement and diverse retention Communicate clear career pathway information to employees and provide training to increase advancement of front line staff.

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 7 UTILIZE INCLUSIVE HIRING, MANAGEMENT, AND RETENTION PRACTICES

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Provide employees Ensures employees Increases employee Increases Analyze any current instability affecting scheduling 2 with stable and continue to receive attendance when financial stability and to address it in other ways. flexible scheduling, reliable pay and other circumstances of employees Explore ways to end “on-call” shifts and make as well as telework have the flexibility may otherwise flexible scheduling options, such as shift swapping, options, when to balance other life prevent them from accessible to all employees. possible responsibilities working (e.g., weather, pandemic, sick family Ensure employees have the technology, training, and members) support to work from home. See tips from WEX, Inc. here.

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 8 CREATE A CULTURE OF FINANCIAL WELLNESS

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Offer financial Increases Increases Increases 2 Enrich Financial Wellness and Prudential can help coaching, education, productivity, productivity, financial companies assess their employees needs and identify and other tools to decreases stress decreases stress stability of the right tools/programs to offer employees Impacts health Reduces employees Why Workplace Financial Wellness Programs Are Hot - (employees who are absenteeism Forbes struggling financially Reduces distraction Employers could integrate general financial education tend to be in poorer or coaching with 401K enrollment sessions. health) Increases employee engagement and Local Example: Goodwill organizational commitment

Educate employees Accesses tax Ensures employees Increases Toolkit for employers with promotion and outreach 2 about the Earned refunds, which can have access to individual and ideas: EITC Information for Employers Income Tax Credit increase income resources that help family income and Philadelphia employee notification flyer (EITC) them become more assets, which leads financially stable to greater financial stability and ability to afford housing

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 9 CREATE A CULTURE OF FINANCIAL WELLNESS

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Partner with other Helps employees Helps address Increases 2 An employer partners with a bank or credit union employers and/or meet emergency issues that cause financial to provide employees Income Advance loans. As financial institutions needs people to be late, stability when long as an employee is in good standing with their to offer employees Allows employees chronically late, individuals and employer, the bank approves them for a small loan access to emergency to begin saving and or stressed and families have access (usually $1000 - $2500) as soon as the same day. funds and/or low building credit therefore less to a resources during Loans are repaid through automatic payroll deduction. interest loans productive at work emergency situations After the loan is repaid, employees may establish or Ensures employees improve their credit and can continue the automatic remain in the payroll deductions to build savings. There is a guide workforce for employers interested in establishing a similar program. Salary Finance (currently available to companies with 500+ employees) helps employees by replacing high- interest debt with a low-interest employee loan. Loan payments are deducted directly from payroll, reducing loan servicing costs and risk.

RESULTS Rhino Foods, a Vermont-based specialty ice cream novelty and ice cream ingredient manufacturer, pioneered Income Advance in 2007. Over 10 years, $355,000 has been loaned to employees, 267 employees have taken advantage of the program, and the company has experienced a 38% increase in employee retention, beating the national manufacturing average. -- On average, employees with Salary Finance loans save $1,000 in interest over the life of the loan, so they can erase debt more quickly, and start saving sooner.

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 10 PROVIDE COMPREHENSIVE, AFFORDABLE EMPLOYEE HEALTH BENEFITS (INCLUDING BEHAVIORAL HEALTH)

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Offer Employee Increases ability to Lowers company’s Ensures 2 EAPs offer employees confidential 24-hour access to Assistance access mental health medical costs employees live resources via telephone consultations, face-to-face 3 Programs (EAPs) care and address Reduces longer, healthier meetings, and educational materials. mental health absenteeism lives Mental health and the workplace: How employers can concerns Improves help productivity Local Example: UWGP offers an EAP plan through Unum

Offer Paid Time Decreases spread of Reduces spread of Ensures 2 UWGP provides a sick leave benefit to cover Off (to include sick infectious diseases infection within the employees regular full and part-time employees. Regular full 3 leave) Increases access workplace live longer, time employees earn one day of sick leave upon to screenings and Reduces job-related healthier lives completion of each calendar month of service. preventive measures, injuries Regular part-time employees earn equivalent time on diagnoses, and a pro-rated basis. Sick time may be accumulated to a Enhances maximum of 45 working days (360 hours). treatment productivity AMA Recognizes Public Health Benefits of Paid Sick Shortens hospital Reduces turnover stays and reduces Leave emergency room The Economic Benefits of Paid Leave: Fact Sheet visits Health and Productivity Among U.S. Workers Ensures economic Health, Absence, Disability, and Presenteeism Cost security of families Estimates of Certain Physical and Mental Health Conditions Affecting U.S. Employers Local Examples: Many local organizations offer paid sick leave, including Chipotle & UWGP

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 11 PROVIDE COMPREHENSIVE, AFFORDABLE EMPLOYEE HEALTH BENEFITS (INCLUDING BEHAVIORAL HEALTH)

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Implement a stigma Encourages Improves overall Ensures 2 Local Example: IDEXX implemented a local version reduction/mental employees to seek employee health employees live of the nationally recognized “Make It OK” campaign 3 health awareness help Increases utilization longer, healthier in their office campaign Positively impacts of employee lives MaineHealth’s insurance policy charges employee well-being assistance programs the same co-pay amount for both primary Fosters an (EAP) mental health and primary physical health understanding and Equips managers care. inclusive workplace with information environment and tools to support employees and address challenges related to mental health in the workplace

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 12 ENSURE THE WORKPLACE IS RECOVERY-FRIENDLY

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Implement Receives needed Retains a healthier, Ensures 2 Human Resources staff can ensure workplace workplace policies help to address more productive, employees live policies are reviewed with new hires and existing that are recovery substance use and more motivated longer, healthier 3 employees, discuss ways to submit referrals and get friendly and workforce lives help, explain how employee performance issues are preventative of drug Reduces costs evaluated, and provide information about substance misuse. Reduce related to impaired misuse and its symptoms and effects. work-related injury productivity and Recovery Friendly Workplaces (RFW’s) support their risks and other absenteeism communities by recognizing recovery from substance working conditions use disorder as a strength and by being willing to which may increase hire and work intentionally with people in recovery. the risk for RFW’s encourage a healthy and safe environment substance misuse. where employers, employees, and communities can collaborate to create positive change and eliminate barriers for those impacted by addiction. How to Have a Recovery-Friendly Workplace Facing Addiction in America: The Surgeon General’s Spotlight on Opioids Drug Free Workplace Toolkit The Recovery Friendly Workplace Initiative (NH) Local Examples: Early adopters include Walmart, Harvard Pilgrim Health Care, and more.

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 13 HELP EMPLOYEES PARTICIPATE ACTIVELY IN THE COMMUNITY

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT Encourage employee Increases team Demonstrates Advances Depending on the workplace, the amount of time 1 volunteerism and building and social company values in progress off to volunteer and program structure may vary.

activism through connections action toward all 2 Workplaces may encourage team projects (episodic designated paid time Builds skills Recruits passionate Goals when or regularly-scheduled) and/or empower individual off employees employees 3 employees to volunteer on their own. Increases connection take part to community Increases employee Local Examples: Baker Newman Noyes, Dead River in volunteer Company, IDEXX, TD Bank, Unum, and many more. morale, retention, opportunities which and company loyalty support Thrive2027 &Pizza, a local pizza chain in DC, provided three days of paid time off for employees to participate in activism of their choosing. References: Points of Light Volunteer Program and Employee Volunteer Program at a Glance

Hold a voter Empowers Demonstrates a Increases 1 The Time to Vote Campaign is led by 230+ CEOs of registration event employees to commitment to civic likelihood that various companies across the country. 2 and/or provide participate in engagement policies and Time to Vote is a way to spread awareness about flexible scheduling democracy laws which the steps employers can take to give employees the 3 on voting days support time they need to vote. The companies joining this Thrive2027 Goals campaign are committed to driving voter participation are advocated through programs, such as paid time off, a no for, voted for, meetings workday, and resources for mail-in ballots or otherwise and early voting. supported by employees Examples: Companies that have signed on to the Time to Vote Campaign include Allagash Brewing, DICK’S Sporting Goods, EILEEN FISHER Inc., Farmers Insurance, GAP Inc., Levi Strauss & Co., Nordstrom, Southwest Airlines, Toad & Co, Tyson Foods, Walmart, and more.

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 14 HELP EMPLOYEES PARTICIPATE ACTIVELY IN THE COMMUNITY

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Collect and donate Feels that they are Offers the Ensures Book drives, snack bag assemblies, school supply 1 items which support making a tangible opportunity to talk necessary collections, backpack programs, etc. Thrive2027 Goals donation about Thrive2027 materials 2 Local Examples: Prudential, and strategies Engages employees are in place MaineHealth, TD Bank at all levels and to support 3 helps to fill identified strategies needs of community connected to the partners Goals

[Volunteering] has been an excellent way to engage with colleagues in the community in a concerted and mutually beneficial way. We’re learning at the same time that we’re giving, and I think that’s the best form of volunteerism that one can hope for. “ – Ari Solotoff, Attorney, Bernstein Shur ”

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 15 EDUCATE EMPLOYEES ABOUT THRIVE2027 GOALS & STRATEGIES & CELEBRATE COMPANY PARTICIPATION IN THRIVE2027 WORK

POLICY OR EMPLOYEE EMPLOYER THRIVE2027 EXAMPLES BEST PRACTICE BENEFITS BENEFITS ADVANCEMENT

Educate employees Opportunity to build Contributes to Increases Offer lunch and learns or other presentations 1 about cross-goal personal skills an informed individuals’ Brick & Beam Society (ACEs presentation) topics such as and responsive understanding 2 Adverse Childhood workforce of the Goals Experiences (ACEs), and how they 3 social emotional can support learning, and warning them signs

Educate employees Opportunity to build Opportunity to create Increases 1 Offer an ongoing series of anti-racism trainings for about systemic personal skills a more inclusive individuals’ all employee. issues that impact that could lead to work environment understanding 2 Thrive2027 and community change of the train them to better underlying 3 address these issues issues that impact progress toward achieving the Goals

Visibly display Employees are Opportunity Advances Bulletin boards, displays, social media, website, etc. company’s recognized for their to celebrate company 1 commitment to efforts in support of collaborative efforts progress up the 2 Thrive2027 and Thrive2027 of employees toward engagement

actions taken to community goals continuum 3 advance the Goal(s) Encourages other companies to increase their engagement

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better 16 POLICIES AND BEST PRACTICES AT-A-GLANCE For more information, please contact Kerrie Keller ([email protected]) at United Way of Southern Maine.

Offer family-friendly workplace policies (Goals 1 & 2) • Partner with other employers and/or financial • Offer flexible hours or parental leave so parents can institutions to offer employees access to attend school events emergency funds and/or low interest loans • Expand childcare options for employees Provide comprehensive, affordable employee health • Partner with a childcare center or in-home provider benefits (including behavioral health) (Goals 2 & 3) to provide sick-child options to employees • Offer Employee Assistance Programs (EAPs) • Provide paid maternity/paternity leave • Offer paid sick leave Help employees develop peers and future employees • Implement a stigma reduction/mental health (Goal 2) awareness campaign • Partner with organizations and schools to offer job Ensure a recovery-friendly workplace (Goals 2 & 3) shadow days, internships, mentoring programs • Implement workplace policies that are recovery- • Offer an internal employee mentoring program friendly and preventative of drug misuse. Reduce Offer employees access to educational opportunities work-related injury risks and other working (Goal 2) conditions which may increase the risk for • Help employees complete high school by offering substance misuse free access to accredited programs at local Help employees participate actively in the community institutions or online (All Goals) • Help employees gain skills and access additional • Encourage employee volunteerism and activism credentials and education through designated paid time off • Offer support to employees learning English • Hold a voter registration event and/or provide Utilize inclusive hiring, management, and retention flexible scheduling on voting days practices (Goal 2) • Collect and donate items which support Thrive2027 • Hire individuals facing barriers to employment Goals and strategies (such as BIPOC, veterans, New Mainers, people Educate about Thrive2027 Goals & strategies & re-entering the workforce, people in recovery, and celebrate company participation in Thrive2027 work people with disabilities) (All Goals) • Prevent unconscious bias from impacting the hiring • Offer lunch and learn sessions on cross-goal topics proces such as Adverse Childhood Experiences (ACES), • Pursue equity in compensation and promotion social-emotional learning, and warning signs decisions • Educate employees about systemic issues that • Provide employees with stable and flexible impact Thrive2027 and train them to better address scheduling, as well as telework options, when these issues possible • Visibly display company’s commitment to Create a culture of financial wellness (Goal 2) Thrive2027 and actions taken to advance the • Offer financial coaching, education, and other tools Goal(s) to employees 1 •Goal Educate 1: Give kids employees a strong start about the Earned2 Goal Income 2: Empower Tax neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better Credit (EITC)

1 Goal 1: Give kids a strong start 2 Goal 2: Empower neighbors to thrive – not just survive 3 Goal 3: Help us all live longer, better