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B E S T P L A C E S TO W O R K 2 0 1 9 33 LARGE EMPLOYER CATEGORY (250 OR MORE U.S. EMPLOYEES) LARGE EMPLOYER CATEGORY (250 OR MORE U.S. EMPLOYEES) Edward Jones Partnership is a unique reward offered by few others E dward Jones embraces the impor- tance of building long-term, face- to-face relationships with clients. For the firm's associates, employment is a career, not a job. They find flexible, family-friendly workplaces near their own homes, satis- fying work helping clients achieve their goals, and lots of support by their regions and home-office person- nel. Community involvement is encouraged. The firm's regions are leadership-devel- opment centers, where talented financial advisors can volunteer for leadership roles, get development coaching and earn opportunities for permanent leadership roles in their region or at home offices. Branch office administrators can improve their earnings as senior branch office administrators, volunteer for leadership roles, even become financial advisors. Edward Jones is a partnership owned by 24,400 limited partners, all associates or retirees. Opportunities and potential compensation are limitless. Success help- ing clients results in financial advisors and branch office administrators earning trimester bonus- es, annual profit sharing — 48% of operating income — and the opportu- nity to own a piece of the firm through limited partner- ship. Partnership is a unique reward that few companies offer. Any associate in good standing with three years of ser- vice can be offered partnership. Nearly 50% of associates are owners. Internal coaches and external experts coach finan- cial advisors for future leadership in their region and beyond. Financial advisors and branch office administrator teams who serve clients well earn the firm's highest honors. When associates face personal or professional difficulties, the firm stands by them. This might mean quick assis- tance in a natural disaster, paid leave or medical exceptions, cards and emails, or dozens of associates showing up at a funeral. The Trimester Challenge is a fun, client-related contest launched every four months, open to any branch office administrator. There's no limit on the number of winners and branch associ- ates can win gift cards, turkeys, hams or cheesecakes. The wellness program offers biometric screenings, premium discounts, and one-on-one health and weight-loss telephone and online coaching. Since 2016, the firm has distributed a Fitting in Fitness stretch and strengthening guide with free exercise bands. Associates enjoy flexible, family-friendly workplaces and gratifying work helping clients in neighborhoods where they live and work. Benefits include paid parental leave for births or adoptions — 16 weeks for primary caregivers and two weeks for secondary caregivers. Edward Jones Belfast, ME Top local executive: Glenn Carlson, Financial Advisor and Regional Leader Number of Maine employees: 125 Web site: www.edwardjones.com # 1 Maine Region enjoying a day off together on Garrison Island. Consigli Construction Co., Inc. ESOP firm invests in its people F ounded in 1905 as a masonry contractor, Consigli has become a leading construction manager and general contractor, with more than 1,000 employees across seven regional offices from Maine to Washington, D.C. Today, the ESOP-owned firm has been built by investing in its people. A prime ex- ample is Consigli University, the firm's training institute, which offers more than 10,000 hours of training through more than 150 classes each year. Tuition reimburse- ment is offered for classes taken out- side of the firm, and semi-annual Consigli Learning Conferences offer a wide range of profes- sional development training seminars. Consigli's culture is all about caring and being involved in the communities where employees work and live. Employees are regularly offered opportunities to volunteer and are encouraged to take leadership roles. The firm also offers an additional eight hours of paid time off a year for employees to volunteer for the charity of their choice. Consigli's mission of maintaining a good work-life balance and healthy lifestyle is reinforced by its robust health and wellness benefits. Up to $450 in health club member- ship reimburse- ment is offered to employees each year. Employees and their families are offered free annual flu shots and insurance dis- counts are avail- able to employees who participate i n a n a n n u a l wellness program evaluation. There are multiple health plan options, including a free health plan with participation in the wellness program. Consigli's retirement plan is unique, given the two major components: a 401(k) plan with a company match with both pre-and post-tax options, and an Employee Stock Ownership Plan. Consigli will match 50% of 401(k) con- tributions, up to 8% of an employee's weekly salary. Traditional pre-tax con- tributions, as well as after-tax Roth contributions are components of the plan. The Employee Stock Ownership Plan gives employees beneficial ownership in the company at no additional cost to the employee. All full-time employees become eligible after working 1,000 hours during the plan year or during a 12-month period. Consigli's summer- time half-day Fridays policy enables employees to start their weekend early. After-work and seasonal gatherings, gift cards and free Consigli-branded cloth- ing are just a few of the extra benefits employees enjoy. Outings include trips to hockey and baseball games, bowling nights and picnics. Consigli Construction Co. Inc. 72 Sumner St., Milford, Mass. 01757 Top local executive: Matthew Tonello, Director of Operations/Maine Number of Maine employees: 56 Web site: www.consigli.com # 2 Company outing to minor league, Seadogs game.