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B E S T P L A C E S TO W O R K 2 0 2 0 39 Summit Utilities, Inc. At Summit Utilities, employees are given the ability to work outside their normal job scope, a much-appreciated approach. Wellbeing initiatives in- clude the annual Blue & You Wellness Competition and the TeleDoc service, provided at no cost and allowing em- ployees to speak by phone with a doctor 24/7/365. The doctor is able to di- agnose common illnesses, prescribe medication and provide follow-up care. Ev- ery employee receives 20 hours annu- ally to be paid while they volunteer in their communities. The Monthly PEAKS (Pioneering, Excellence, Agility, Kindness and Safety) program allows employees to nominate one another for recognition and financial reward, while the Blue Flame Program offers 'just in time' recognition from leaders to their teams, in the form of special stickers on employee hard hats. www.summitutilitiesinc.com T-Mobile – Oakland T-Mobile's philosophy is to promote from within, which creates a great model of leaders knowing the jobs they support. PEAK is T-Mobile's ultimate form of recognition, acknowledging employees who have made a profound impact on annual operating objectives. PEAK winners and their guests are invited to Maui, Hawaii with the leader- ship. The Winner's Circle Program recognizes the top 200 customer service and sales performers nationally who meet and exceed specific objectives. Winners and their guests receive a four-day trip to exciting destinations like Las Vegas, Puerto Rico and New York City. Dinners and BBQs abound as a thank-you for exceeding performance goals and/or incentives. An onsite sum- mer picnic offers plenty of fun with games, prizes and food for employees and their families. www.t-mobile.com SHP Management Corporation SHP takes care of their employees in all kinds of ways, from sending them $50 gift cards to Amazon to closing the office after three on Fridays for the whole summer. The company's new president is eager to support staff even more by looking into starting an employee children's col- lege scholarship program, promoting increases in vacation and personal time as well as improving life insurance and disability benefits for staff. The Act with Kind- ness programs offers gifts to random employees each month. They receive annual longevity bonus awards yearly. And there are annual cookouts for families, the annual holiday party with spouses and an annual retreat for all staff. www.shpmanagement.com Tyler Technologies Tyler invests in talent. Open positions are available to internal candidates first, fostering leadership from within. To promote development, employees are encouraged to expand their education and knowledge base through Tyler's tuition reimbursement program. Under- standing that employees are parents, community and family members, Ty- ler encourages work-life balance. Onsite cafete- rias have varied menus of "home-cooked" breakfast and lunch options, salad bar and snacks— and Tyler subsidizes the cost. The cafes offer a relaxed area where employees congregate, socialize and eat delicious food. Tyler also sponsors various events for employees including charitable road races, a holiday party, and a summer outing. Options for staying fit include Tyler's fitness facility with a yoga room, weights and cardio machines, a basket- ball court, and six miles of trails! www.tylertech.com # 8 # 9 LARGE EMPLOYER CATEGORY (250 OR MORE U.S. EMPLOYEES) # 10 # 11 Make a difference with Tyler! Tyler team members are dedicated to their local communities and support numerous nonprofits. Recently, our Maine offices collected nearly 10,000 pairs of socks through their annual sock drive for the Preble Street social services center. Learn more about Tyler and how we've earned a reputation as an industry leader. Visit tylertech.com/careers. Come work with us! MAKING A DIFFERENCE IN OUR COMMUNITY