Choice Dollars Program
In 2019, Allstate launched a new, flexible approach to employee benefits. Our Choice Dollars program empowers Allstaters to elect how they allocate their corporate benefits, based on their needs and circumstances. For example, some Allstaters under 26 still have medical coverage with their families, so they might use their Choice Dollars to pay down student loan debt instead of offsetting the cost of health benefits.
With help from an interactive guide, Allstaters select from a menu of benefits options, including:
- Medical plan
- Dental plan
- Vision plan
- Contributions toward health savings account (HSA), flexible spending account (FSA) or a 401(k) plan
- Identity protection
- Student loan repayment program
- Life insurance
- Buying additional paid time off (PTO)
- Accidental death and dismemberment (AD&D)
- Long-term disability
- Group hospital insurance
- Group critical illness insurance
- Group accident indemnity insurance
- Group legal
Choice Dollars are applied each paycheck toward the cost of the employee’s benefits. If the benefits selected cost more than the offered Choice Dollars, the employee pays the additional cost through payroll deduction. If the benefits selected are less than the offered Choice Dollars, any remaining Choice Dollars are paid to the employee in cash via payroll.
Allstate offers the following benefits at no cost to employees:
- Pension (Allstate employees only)
- 401(k) match
- Paid time off (PTO)
- Holiday pay
- Short-term disability
- Workers’ compensation
- LifeWorks employee assistance program
- Well-being programs
Allstate Good Life®
Through our Good Life® well-being programs, we have learned that people are more likely to make positive choices like exercising, eating right and getting checkups when they are influenced by their peers. We have a network of more than 300 Wellbeing Champions throughout our organization who are empowered to help create a culture of well-being in more than 100 Allstate offices.
Since 2010, we have conducted well-being assessments to help determine which services, programming and benefits to offer our workforce, in addition to helping Allstaters make health and wellness decisions that are right for them. The assessment asks about physical, emotional, mental and financial well-being. In the past, we added offerings like nutritional guidance in our cafeterias and financial fitness week as a result of assessment findings. Participation in the assessment lowers the cost of benefits for Allstate employees. In 2018, 88% of eligible employees took part in the assessment process.
In the 2018 Inspire survey, 85% of Allstate employees responded favorably to the statement, “At work, I am encouraged to pursue healthy habits that will improve my overall well-being.”
Allstaters who completed the online health risk assessment
Energy for Life
Our Energy for Life (EFL) workshops are a central piece of the employee wellness curriculum. EFL is designed to increase employee focus and purpose, and to help employees embrace new challenges with ease. The program helps employees define and live into their purpose and enable us all to achieve more together. EFL is based on principles learned from more than 30 years of research on human energy by the Human Performance Institute.
As part of our Employee Value Proposition, Allstate invests in the opportunity for every employee to experience Energy for Life either in person or virtually. The flagship in-person workshop is offered at home office in Northbrook, Illinois, and in the field. The virtual option is taken over four weeks and combines online coursework with virtual group discussions.
We recently achieved the milestone of 32,000 Allstaters completing EFL over the last nine years, including 40% of active employees and 52% of managers.
In 2018, as part of our partnership with Virgin Pulse, Allstate introduced the resilience and stress management tool Whil. Whil offers digital programs to improve employee well-being. The platform provides microlearning sessions supported by neuroscience, mindfulness, emotional intelligence and positive psychology. Allstate employees can access programs such as Mindfulness 101, Yoga 101 and Emotional Intelligence 101.
The offerings from Whil complement our new resources for practicing meditation. We offer meditation sessions at seven locations and a weekly session available via Skype to all employees.
Our Good Life offerings include Thrive programs for helping build positivity, optimism, resiliency and gratitude, and promoting employees’ emotional and mental well-being. 7,107 employees participated in Thrive programming in 2018.
Thrive includes quarterly book clubs facilitated by our Wellbeing Champion group of over 300 employees, as well as virtual coaching, video libraries and tool kits. In 2018, we added suicide awareness and prevention to our Thrive program offerings. We launched a video in which Allstaters shared ways in which suicide had touched their lives or the lives of loved ones. Our 2018 ThriveTalk series also featured a story of a woman who lost a loved one to suicide.
Other 2018 ThriveTalk programs featured topics such as minimalism, mindfulness for competitive advantage and the science of well-being.
Allstate supports positive work-life integration by making it easier for employees to care for their families and themselves. Little Hands Child Development Center helps meet parents’ needs at our Northbrook, Illinois campus with infant through preschool care, full-day kindergarten, and summer and vacation programming. Allstate also provides employee discounts at leading child care facilities across the country.
Self-care and errand options, like massages, a hair salon, dry cleaning, a community farm share and auto services are available onsite in Northbrook, Illinois. Other resources, including our LifeWorks employee assistance program and financial support for parents considering adopting a child, are described on our Good Life® website.
Financial well-being is just as important to supporting employees’ ability to do their best work as physical well-being. Allstate provided financial well-being seminars during our sixth annual Financial Fitness Week (FFW). 4,529 employees attended and viewed sessions on personal finance, including everything from student loan repayment, retirement, “everyday millionaires” and more.
In 2017, Financial Fitness Week corresponded with a major natural catastrophe, which severely limited the participation of claims employees.
Student Loan Repayment
We partnered with Commonbond, a provider of education products, to offer student loan services to our employees. For those with student loans, we offer flexible contributions toward their loan repayment through our Choice Dollars program. Commonbond also provides one-on-one student loan counseling, refinancing and consolidation opportunities for employees with existing loans and affordable loans to help cover the cost of education for Allstaters and their families.
In 2018, Allstate launched a new wellness vendor partnership with Virgin Pulse. It’s designed to give more flexibility and choice to employees and their spouses for earning financial rewards. Participants earn points for taking small steps, like regularly monitoring activity, nutrition and sleep, that add up to meaningful changes; receive rewards when they reach certain point levels; and are rewarded faster and more frequently in exchange for engaging with the program more often. 70% of eligible employees enrolled in the program.
Employees at our Northbrook, Illinois, and Irving, Texas campuses (making up about 30% of our workforce) can visit the onsite Wellness Centers and pharmacy, which offer convenient access to treatment for minor illnesses, preventive care, physical therapy, laboratory services and ongoing condition management.
For employees who want more focus on specialized areas of health, such as fitness, weight management, pregnancy or tobacco cessation, Allstate’s Good Life programming includes activities, online resources and discounts for additional support.
Healthy Building Environments
Each of us spends about 25% of our time each year at work and 90% of our time indoors. Small improvements in the overall quality of our built environments can have meaningful impacts on our health, cognitive function and well-being.
We lease or own more than 362,250 square feet of LEED-certified space. In other locations, we implement built environment guidelines to provide healthy workplaces for Allstate employees and guests. As Allstate builds new locations, we strive to align with certifications like Leadership in Energy and Environmental Design (LEED).
Allstate has an ongoing indoor air quality (IAQ) program. Every two to four years, we conduct IAQ surveys at each location to assure they are safe and meet Allstate’s IAQ comfort guidelines. Allstate developed these guidelines to meet or exceed applicable Occupational Safety and Health Administration and American Society of Heating, Refrigerating and Air-Conditioning Engineers (ASHRAE) standards for indoor air quality. In 2018, we conducted 47 IAQ surveys, covering about a third of owned and leased locations larger than 5,000 square feet.
Other important components to indoor air quality include volatile organic compounds (VOCs) from paint, furniture, cleaning supplies and office equipment. VOCs are emitted as gases from some solids and liquids. Exposure to elevated levels of VOCs can cause headaches, fatigue and dizziness, among other symptoms. We require low-VOC paint and finishes in our interiors as well as low-emitting carpets.
The Administration and Real Estate department leads several other initiatives to ensure a safe environment for employees and protection of the natural environment. For example, each year the team leads asbestos awareness training and spill plan control and countermeasures training sessions to facility-related employees. The company uses an online portal to track which employees receive safety training, how often they receive it and how well they perform.
Employee and Contractor Safety
Employee safety is a moral imperative. We want all employees, contractors and visitors to return home safely every day.
The company’s approach goes beyond compliance and focuses on exceeding federal requirements. Allstate’s Enterprise Workforce Safety Committee, which includes representatives from Risk Management, Administration and Real Estate, Law & Regulation, Compliance and Corporate Relations, meets regularly to discuss how to mitigate safety issues.
If employees have concerns, they are encouraged to contact Safety and Environmental teams, or contact Human Resources through AskHR, a dedicated line to reach the team quickly by phone, email or chat, or Speak Up, Allstate’s confidential process for reporting ethical concerns.
Safety Training and Education
Our safety training provides employees the specific education they need, based on their role. While Allstate is primarily an office environment, our communications center, service centers, record center and engineering employees require targeted training.
In 2018, Allstate provided targeted safety training to 1,543 active employees throughout the enterprise. This exceeds OSHA, National Fire Protection Association and U.S. Environmental Protection Agency standards. Where safety issues could have catastrophic results, Allstate annually trains employees, exceeding OSHA requirements.
Beyond training, Allstate sends out weekly blog articles — called Safety Food for Thought — with valuable safety information and tips. These articles are sent to employees in a safety-required role and made available to all employees.
Monitoring and Audits
Our instructor-led online safety training ensures employees understand safe processes from beginning to end. Allstate performs and documents periodic safety observations of employees who work in high-hazard environments to ensure they correctly perform their tasks. In large locations owned and managed with a triple net lease — where Allstate handles all aspects of the facility — the company performs annual safety site audits based on OSHA general industry guidelines.
Number of employees receiving safety training
Number of safety site audits
Allstate provides personal protective equipment at no charge to employees. All locations have working fire extinguishers, and, in total, we have 344 automated external defibrillators across our locations. Portable extinguishers are evaluated annually, with additional monthly quick checks. We actively monitor the age of each piece of safety equipment and ensure that defibrillator replacement pads and batteries ship automatically before they expire. A new corporate program trains employees in CPR and how to use a defibrillator. These classes are held on request and are not required for most employees. In total, 7.5% of our workforce has received CPR training.
OSHA requires building owners to ensure safety compliance at their facilities. Accordingly, we expect all vendor partners to comply with OSHA 29CFR 1910 (construction), 1926 (general industry) and NFPA 70E (electrical safety) guidelines. These standards require protective measures to minimize risks of incidents like falls, chemical spills or fires. They also ensure safety precautions when working on ladders, stairs or in confined spaces. Compliance documentation is required from all our vendor partners as well as their associated subcontractors and is incorporated into our agreement.