Employee Retention of Georgia Pacific : Georgia-Pacific LLC is an American pulp and paper company based in Atlanta, Georgia, and is one of the world's leading manufacturers and distributors of tissue, pulp, paper, packaging, building products and related chemicals. As of Fall 2008, the company employed approximately 50,000 people at more than 300 locations in North America, South America and Europe. It is a division of the private US conglomerate, Koch Industries.
Georgia-Pacific was founded by Owen Robertson Cheatham in 1927 in Augusta, Georgia as the Georgia Hardwood Lumber Co. Over the years it expanded, adding sawmills and plywood lumber mills. The company acquired its first west coast facility in 1947 and changed its name to Georgia-Pacific Plywood & Lumber Co. in 1948. In 1956 the company changed its name to Georgia-Pacific Corp. In 1957 the company entered the pulp and paper business by building a kraft pulp and linerboard mill at Toledo, Oregon. The company continued to make a series of acquisitions, including US Plywood in 1987, Great Northern Nekoosa in 1990 and the Fort James Corporation in 2000. The Fort James Corporation itself was made up of a series of mergers that included the Fort Howard Corporation, the James River Corporation and Crown-Zellerbach.[1] In August 2001, Georgia-Pacific completed the sale of four uncoated paper mills and their associated businesses and assets to Canadian papermaker Domtar for US$1.65 billion.
It was announced on November 13, 2005 that Georgia-Pacific would be acquired by Koch Industries.[2] On December 23, 2005, Koch Industries finalized the $21 billion acquisition of Georgia-Pacific. Georgia-Pacific was removed from the NYSE (it had traded under the symbol GP) and shareholders surrendered their shares for about $48/share.
SAM's specialized and experienced guidance promotes a positive, efficient environment for your employees, allowing them access to previously unavailable benefits. While minimizing the associated risks of employee management, SAM helps you create an employee culture that increases job satisfaction and creates a lasting employer/employee relationship.
Simplifying your business with SAM brings the expertise our HR professionals have accrued from dealing with over 300 other companies, as well as other quality benefits that include:
Fortune 500 company benefits previously prohibited
A fully compliant workplace that protects employee rights
Access to a full line of supplemental products that pay cash benefits at no cost to the employer
Available Section 125 plan that offers pre-tax savings on healthcare, dental, vision and supplemental products
Immediate response to questions and issues
Various employee perks, including discounts that extend to "Barely" Sick Childcare, movies, amusement parks and credit union
When adding staff to your workforce, our extensive and in-depth recruitment process ensures that candidates have the skills and attitude you're looking for. When employees that match your needs receive the quality benefits they deserve, it's a win-win situation.
Greg Smith is a dynamic keynote speaker, author and organizational improvement consultant. He is the CEO and Lead Navigator of Chart Your Course International located in Atlanta, Georgia.
He helps transform businesses and accelerate individual and organizational performance. His cutting-edge leadership keynotes, talent management consulting and organizational development programs create clearer direction, increased profitability, build stronger executive teams, improve employee satisfaction and develop more productive employees.
He and his cadre of business solution specialists help executives and business owners transform themselves into good places to work that attract customers and retain and engage their workforce.
BENEFIT KEY ELEMENTS FOCUS ON
MEDICAL GP offers two plans – a co-pay based PPO plan and an Account-Based Health (ABH) plan. The GPABH Plan is federally qualified so that a Health Savings Account (HSA) can be offered in conjunction with it. Choice of doctors from a wide network sponsored by UnitedHealthcare (UHC). No referrals needed. Excellent on-line tools to manage your health care benefits.The HSA allows you to save tax-free for qualified medical expenses. The HSA earns interest tax-free and savings can be invested. The account balance rolls over every year unlike a Flexible Spending Account (FSA), which must be used by the end of the year or monies are lost.
Both plans offer excellent preventive coverage Most preventive procedures and tests are covered either by small co-pays or at 100%, depending on the plan selected. Covered preventive services include immunizations, well baby care, PAP and mammographies, PSAs and colonoscopies.
Both plans include prescription drug coverage Convenience of mail-order is available for both plans. A CareCenter Pharmacy is located on-site at the Atlanta campus. Mail-order prescriptions can also be obtained f rom the on-site pharmacy. The plans encourage the use of generic drugs through reduce co-pays and discounts.
Both medical plans have unlimited lifetime maximums. Many competitors' plans limit the lifetime maximums to $1MM, GP's plan does not.
Participants in both medical plans have access to GPcares, a health care advocacy program to help employees and families navigate the health care system, help manage chronic conditions and generally keep them healthy. Available GPcares services include:
24/7 Nurse-line
Health Risk Appraisal
Health coaches
Disease Management
Weight management
MEDICAL & DENTAL Both plans cover same-sex domestic partners GP's commitment to diversity.
Both benefits are pre-tax Employee pay for their share of medical and dental premiums prior to income taxes being withheld which lowers their taxable income.
DENTAL Two plan options are offered with one of the options including orthodontia 100% coverage for preventative care services. Orthodontia provided for children up to 19 years of age (if orthodontia option is elected).
LIFE INSURANCE Multiple options - Plan maximum is $2 million Rates are based on age and a group premium which is usually less expensive than buying an individual policy. New hires may elect up to 3x annual salary without evidence of insurability requirement. Competitive rates. Insured by MetLife.
DEPENDENT LIFE INSURANCE Spouse/Domestic Partner and Dependent Child(ren) Life Insurance plans are offered. Both same-and opposite-sex domestic partners are eligible for coverage. Employees can elect up to $25,000 in coverage without evidence of insurability requirement.
DISABILITY Short term illness - a salary continuation program No cost to the employee Eligible after first month of hire. If less than one year of service, benefit is 50% of salary. After one year, plans pay 100% of salary for first 8 weeks of illness, 80% for next 5 weeks and 60% for next 13 weeks. LTD begins after 180 days of continued disability assuming LTD coverage is elected.
Long-term disability -- Three coverage options (50%, 60%, 70% of income replacement) GP provides a subsidy to cover the cost of the 50% option.
FLEXIBLE SPENDING ACCOUNT The Health Care FSA is available to employees that enroll in the GP PPO Plan or waive medical coverage.
A Dependent Day Care FSA is also offered. GP allows up to $3,600 in annual Health Care FSA contributions on a pre-tax basis. Benny™ card (debit card) is provided to Health Care FSA participants as a convenience.Dependent FSA is an excellent pre-tax tool to help pay for day care for children.
RETIREMENT PLAN Company contributes dollars to your 401(k) plan. Company also matches your contributions up to a defined limit. To encourage savings for retirement, Company contributes dollars to a 401(k) savings plan. Contributions are based on age and increase with age. GP also matches participant's contributions $1 for $1 for the first 3% of pay contributed and $.50 for the next 5% of pay contributed. IRS limits total annual contributions made on a pre-tax basis. Variety of funds available in which to invest. GP provides access to a managed accounts program whereby investment advisors will manage participant's accounts. Roth 401(k) also provided for post-tax contributions.
TIME OFF Company provides holidays and vacation time 10 holidays and one personal day
Vacation is based on years of service
2 weeks 1-4 years of service
3 weeks 5-11 years of service
4 weeks 12-17 years of service
5 weeks 18-29 years of service
6 weeks 30+
OTHER BENEFITS On-site child care
Lactation center Atlanta campus only
Referral and resource center for child and elder care
Educational Assistance
Discount purchasing program Cell phones, electronics, automobiles, travel services and entertainment tickets
Georgia-Pacific was founded by Owen Robertson Cheatham in 1927 in Augusta, Georgia as the Georgia Hardwood Lumber Co. Over the years it expanded, adding sawmills and plywood lumber mills. The company acquired its first west coast facility in 1947 and changed its name to Georgia-Pacific Plywood & Lumber Co. in 1948. In 1956 the company changed its name to Georgia-Pacific Corp. In 1957 the company entered the pulp and paper business by building a kraft pulp and linerboard mill at Toledo, Oregon. The company continued to make a series of acquisitions, including US Plywood in 1987, Great Northern Nekoosa in 1990 and the Fort James Corporation in 2000. The Fort James Corporation itself was made up of a series of mergers that included the Fort Howard Corporation, the James River Corporation and Crown-Zellerbach.[1] In August 2001, Georgia-Pacific completed the sale of four uncoated paper mills and their associated businesses and assets to Canadian papermaker Domtar for US$1.65 billion.
It was announced on November 13, 2005 that Georgia-Pacific would be acquired by Koch Industries.[2] On December 23, 2005, Koch Industries finalized the $21 billion acquisition of Georgia-Pacific. Georgia-Pacific was removed from the NYSE (it had traded under the symbol GP) and shareholders surrendered their shares for about $48/share.
SAM's specialized and experienced guidance promotes a positive, efficient environment for your employees, allowing them access to previously unavailable benefits. While minimizing the associated risks of employee management, SAM helps you create an employee culture that increases job satisfaction and creates a lasting employer/employee relationship.
Simplifying your business with SAM brings the expertise our HR professionals have accrued from dealing with over 300 other companies, as well as other quality benefits that include:
Fortune 500 company benefits previously prohibited
A fully compliant workplace that protects employee rights
Access to a full line of supplemental products that pay cash benefits at no cost to the employer
Available Section 125 plan that offers pre-tax savings on healthcare, dental, vision and supplemental products
Immediate response to questions and issues
Various employee perks, including discounts that extend to "Barely" Sick Childcare, movies, amusement parks and credit union
When adding staff to your workforce, our extensive and in-depth recruitment process ensures that candidates have the skills and attitude you're looking for. When employees that match your needs receive the quality benefits they deserve, it's a win-win situation.
Greg Smith is a dynamic keynote speaker, author and organizational improvement consultant. He is the CEO and Lead Navigator of Chart Your Course International located in Atlanta, Georgia.
He helps transform businesses and accelerate individual and organizational performance. His cutting-edge leadership keynotes, talent management consulting and organizational development programs create clearer direction, increased profitability, build stronger executive teams, improve employee satisfaction and develop more productive employees.
He and his cadre of business solution specialists help executives and business owners transform themselves into good places to work that attract customers and retain and engage their workforce.
BENEFIT KEY ELEMENTS FOCUS ON
MEDICAL GP offers two plans – a co-pay based PPO plan and an Account-Based Health (ABH) plan. The GPABH Plan is federally qualified so that a Health Savings Account (HSA) can be offered in conjunction with it. Choice of doctors from a wide network sponsored by UnitedHealthcare (UHC). No referrals needed. Excellent on-line tools to manage your health care benefits.The HSA allows you to save tax-free for qualified medical expenses. The HSA earns interest tax-free and savings can be invested. The account balance rolls over every year unlike a Flexible Spending Account (FSA), which must be used by the end of the year or monies are lost.
Both plans offer excellent preventive coverage Most preventive procedures and tests are covered either by small co-pays or at 100%, depending on the plan selected. Covered preventive services include immunizations, well baby care, PAP and mammographies, PSAs and colonoscopies.
Both plans include prescription drug coverage Convenience of mail-order is available for both plans. A CareCenter Pharmacy is located on-site at the Atlanta campus. Mail-order prescriptions can also be obtained f rom the on-site pharmacy. The plans encourage the use of generic drugs through reduce co-pays and discounts.
Both medical plans have unlimited lifetime maximums. Many competitors' plans limit the lifetime maximums to $1MM, GP's plan does not.
Participants in both medical plans have access to GPcares, a health care advocacy program to help employees and families navigate the health care system, help manage chronic conditions and generally keep them healthy. Available GPcares services include:
24/7 Nurse-line
Health Risk Appraisal
Health coaches
Disease Management
Weight management
MEDICAL & DENTAL Both plans cover same-sex domestic partners GP's commitment to diversity.
Both benefits are pre-tax Employee pay for their share of medical and dental premiums prior to income taxes being withheld which lowers their taxable income.
DENTAL Two plan options are offered with one of the options including orthodontia 100% coverage for preventative care services. Orthodontia provided for children up to 19 years of age (if orthodontia option is elected).
LIFE INSURANCE Multiple options - Plan maximum is $2 million Rates are based on age and a group premium which is usually less expensive than buying an individual policy. New hires may elect up to 3x annual salary without evidence of insurability requirement. Competitive rates. Insured by MetLife.
DEPENDENT LIFE INSURANCE Spouse/Domestic Partner and Dependent Child(ren) Life Insurance plans are offered. Both same-and opposite-sex domestic partners are eligible for coverage. Employees can elect up to $25,000 in coverage without evidence of insurability requirement.
DISABILITY Short term illness - a salary continuation program No cost to the employee Eligible after first month of hire. If less than one year of service, benefit is 50% of salary. After one year, plans pay 100% of salary for first 8 weeks of illness, 80% for next 5 weeks and 60% for next 13 weeks. LTD begins after 180 days of continued disability assuming LTD coverage is elected.
Long-term disability -- Three coverage options (50%, 60%, 70% of income replacement) GP provides a subsidy to cover the cost of the 50% option.
FLEXIBLE SPENDING ACCOUNT The Health Care FSA is available to employees that enroll in the GP PPO Plan or waive medical coverage.
A Dependent Day Care FSA is also offered. GP allows up to $3,600 in annual Health Care FSA contributions on a pre-tax basis. Benny™ card (debit card) is provided to Health Care FSA participants as a convenience.Dependent FSA is an excellent pre-tax tool to help pay for day care for children.
RETIREMENT PLAN Company contributes dollars to your 401(k) plan. Company also matches your contributions up to a defined limit. To encourage savings for retirement, Company contributes dollars to a 401(k) savings plan. Contributions are based on age and increase with age. GP also matches participant's contributions $1 for $1 for the first 3% of pay contributed and $.50 for the next 5% of pay contributed. IRS limits total annual contributions made on a pre-tax basis. Variety of funds available in which to invest. GP provides access to a managed accounts program whereby investment advisors will manage participant's accounts. Roth 401(k) also provided for post-tax contributions.
TIME OFF Company provides holidays and vacation time 10 holidays and one personal day
Vacation is based on years of service
2 weeks 1-4 years of service
3 weeks 5-11 years of service
4 weeks 12-17 years of service
5 weeks 18-29 years of service
6 weeks 30+
OTHER BENEFITS On-site child care
Lactation center Atlanta campus only
Referral and resource center for child and elder care
Educational Assistance
Discount purchasing program Cell phones, electronics, automobiles, travel services and entertainment tickets
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