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B4 HARTFORDBUSINESS.COM | MARCH 24, 2025 BEST PLACES TO WORK | SMALL/MEDIUM EMPLOYER CATEGORY (15 TO 199 U.S. EMPLOYEES) F ounded in 1999, Omnica Wealth is a wealth management firm that offers investment strategies for retirement, lifestyle, multigenerational legacy, risk management and more. Employee Benefits: e company pays for 80% of medical, dental and vision benefits for employees and 50% for dependents. Eleven paid hol- idays, unlimited flexible time off for personal or doctor's appointments, half and three-quarter days off during the summer and 100% contribution C hild Health and Development Institute is a nonprofit that provides behavioral health and wellness services for children, youth and families. Employee Benefits: CHDI covers 85% of medical, dental and vision costs for employees and dependents. It also provides 100% contributions for life insurance and long-term dis- ability. Personal time off is accrued based on years of service and ranges 2 OMNICA WEALTH HEADQUARTERS: Glastonbury INDUSTRY: Finance WEBSITE: www.omnicawealth.com TOP EXECUTIVE: Jeffrey Segal, CEO 2 0 2 5 AWA R D S toward life insurance and long-term disability are other benefits. Fun & Relaxation: Employees enjoy an annual cornhole tournament for charity, Halloween costume contest and all-included weekend getaway with the team. Employee Perks: Omnica has an office café with cold brew on tap, snacks and merchandise such as t-shirts, mugs and hats for team members and their families. An- nually, employees get an in-house masseuse visit and weekly, DoorDash delivers lunches. Employee Recognition: Birthdays, work anniversaries and personal and professional achievements are cel- ebrated with cakes, gifts, cards and lunch/dinner happy hours. from 22 days for less than three years, up to 32 days for more than 10 years. Fun & Relaxation: Pickleball, a pumpkin decorating contest and holiday office decorating are a few activities the team enjoys. Telecommuting: Although 100% of the workforce is remote in some capacity, employees are expected in the office for in-person engagement three times per week. Technology is provided for at-home work. DEI Efforts: e nonprofit's Commit- tee on Anti-Racism + Equity (CARE) recommends, implements and monitors adherence to standards for culturally appropriate and anti-racist policies and procedures. 3 CHILD HEALTH & DEVELOPMENT INSTITUTE OF CT INC. HEADQUARTERS: Farmington INDUSTRY: Nonprofit WEBSITE: www.chdi.org TOP EXECUTIVE: Jeffrey Vanderploeg, President & CEO 2 0 2 5 AWA R D S 2 0 2 5 AWA R D S Employee Recognition: Years of service are acknowledged through personalized messages, social media shout-outs and small awards during company-wide meetings. Comple- tion of major projects, certifications, training or career advancement are recognized with a lunch, certificate of achievement and offer of new responsibilities. Group celebrations are held for team successes. Telecommuting: irty-two per- cent of employees work from home, although they keep in touch by daily and weekly meetings, and all are in- vited to participate in special events and happy hours in the office. 4 TELYON HEADQUARTERS: Old Saybrook INDUSTRY: Renewable Energy WEBSITE: www.telyon.com TOP EXECUTIVE: Andrew Chester, CEO F ounded in 2020, Telyon is a solar energy company that specializes in development, acquisition, fi- nance, operations and maintenance and asset management for the life of each project. Employee Benefits: Company offers benefits the first day of hire that include zero premiums for medical, dental and vision costs for employees and dependents. Telyon matches em- ployee's 401(k) up to 4%, has 13 paid holidays, paid vacation, sick time and maternity and paternity leave.