Spotlight awards: recognizing outstanding policies that address the needs of employees and their families.

ARVEST BANK-FORT SMITH AND RIVER VALLEY REGION

Arvest uses two programs to aid staff members who run into personal budgetary binds beyond their control. Under one program, employees anonymously fund a special account established to help support other employees and their families who are anonymously nominated because of financial struggles they face. In addition, Arvest pays the difference in civilian pay and military pay for employees on military leave, whether they're involved in active duty for major operations with a U.S. Military Reserve or National Guard unit or just participating in annual training.

THE HERITAGE COMPANY

In the event that an employee's health insurance costs exceed his or her deductible, The Heritage Company has established a Health Assistance Program. To qualify for aid, employees must contribute two dollars per month to the fund. The sum is matched by the company. Currently, $17,000 is available to assist employees who have catastrophic health care costs. So far, two employees have benefitted from the fund.

WHITE COUNTY MEDICAL CENTER

Two incentives programs drive performance and employee satisfaction at White County Medical Center. When the center meets goals in customer satisfaction, quality and finance, all employees regardless of position receive checks based on hours worked at an annual celebration. So far the largest check was for $1,444.52, while the smallest was for $692.94. Another program, in which the center provides housing, when available, for associates with a round-trip commute of 60 miles or more, essentially awards employees more personal time. Particularly popular among associates who work three 12-hour shifts a week, the policy has also served as a recruitment tool in hiring professionals who live outside the area.

HELEN R. WALTON CHILDREN'S ENRICHMENT CENTER

When gasoline prices soared to an all-time high last summer, employees of the Helen R. Walton Children's Enrichment Center were significantly impacted. The average commute among staff members was 20 miles roundtrip, while some drove as much as 60 miles daily, including one employee who resigned because of commuting costs. Knowing the average annual cost of turnover in the early childhood industry ranges between $3,000 and $5,000, the center decided to provide temporary relief for employees by paying their gas to and from work for 10 weeks. The program boosted morale and prompted the employee who resigned to rescind, eliminating turnover during the difficult time.

NABHOLZ CONSTRUCTION CORPORATION

To boost the health of employees and their families, Nabholz employs a professional wellness coordinator. A licensed physical therapy assistant with physician's assistant credentials, the coordinator tests employees for cholesterol, diabetes and blood pressure, and also gives flu shots as part of the company's health insurance program. The coordinator assists employees with exercise and nutrition program design, body mechanics improvements, weight loss, smoking cessation and other health issues. Employees participate in lunchtime exercise sessions conducted by the coordinator, who has organized several 5K runs for employees and their families. Additionally, the coordinator holds clinics on subjects like back pain and encourages employees to get physicals, counseling for stress and more sleep.

CHILD DEVELOPMENT INC.

With the belief that education is a lifelong quest, Child Development Inc. encourages employees to pursue all kinds of higher education. To accomplish this, the company pays education benefits upfront after other education options, such as grants, are exhausted. In addition, the company has granted employees flexible work hours in some instances to accommodate their schooling.

NORTHWEST ARKANSAS COMMUNITY COLLEGE

To assist employees with financial and social aspects of their lives, Northwest Arkansas Community College offers free rides on the transit system to and from work. The college also has a carpooling initiative to promote resource conservation and to decrease highway congestion. Flexible work schedules were put in place to accommodate those who utilize the transit system.

UNIVERSITY OF ARKANSAS-FORT SMITH

Employees of the University of Arkansas-Fort Smith can get health and dental coverage at no cost after completing testing and enrolling in an Employee Wellness Program established in January 2008. In that same vein, a university partnership with IMWell Health established a free-standing Employer's Health Clinic in July 2008 where employees can go for primary health care needs. Office visit co-pays, deductibles and co-insurance amounts are waived, meaning employees have no out-of-pocket expenses for care at the clinic. The Health Plan was modified to cover diabetic testing supplies at no cost to the participant. In the education realm, the university offers free English as a Second Language classes, which can be attended during the workday, to Spanish-speaking employees as a way to enhance communication skills and boost retention.

THE PROCTER & GAMBLE DISTRIBUTING LLC

Procter & Gamble in Fayetteville has done a number of things to benefit employee health, including bringing a massage therapist on-site twice weekly. Inside the company's new office is a gym with cardio and weight-resistance equipment. Outside, employees can peddle company-owned bicycles on a nearby trail system. Additionally, Procter & Gamble holds an annual health fair and has negotiated discounts for employees at local health clubs.

DAISY OUTDOOR PRODUCTS

For Daisy Outdoor Products, it's the little things that make a big difference to employees. Unexpectedly, the head of the company might give employees the afternoon before Thanksgiving off so they can start cooking. On a hot day, the ice cream truck might swing by to dole out treats, and on cold days, pizza might be delivered so that employees don't have to venture out on icy roads for lunch, all on the company's dime.

MID-SOUTH HEALTH SYSTEMS INC.

Mid-South makes arrangements for the local hospital to bring its mobile mammography unit on-site so employees don't have to take time offwork or family to wait for exams. On top of that, the company pays for the exams for all women who wish to have one.

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