Vehicle-Related Benefits Programs. A Report by WorldatWork, Underwritten by Runzheimer International August 2015

Transcription

1 Vehicle-Related Benefits Programs A Report by WorldatWork, Underwritten by Runzheimer International August 2015

2 About WorldatWork The Total Rewards Association WorldatWork ( is a nonprofit human resources association for professionals and organizations focused on compensation, benefits, work-life effectiveness and total rewards strategies to attract, motivate and retain an engaged and productive workforce. WorldatWork and its affiliates provide comprehensive education, certification, research, advocacy and community, enhancing careers of professionals and, ultimately, achieving better results for the organizations they serve. WorldatWork has more than 65,000 members and subscribers worldwide; 80 percent of Fortune 500 companies employ a WorldatWork member. Founded in 1955, WorldatWork is affiliated with more than 70 local human resources associations and has offices in Scottsdale, Ariz., and Washington, D.C. Contact: WorldatWork Customer Relations N. Northsight Blvd. Scottsdale, Arizona USA Toll free: Fax CustomerRelations@worldatwork.org WorldatWork Society of Certified Professionals is the certifying body for six prestigious designations: the Certified Compensation Professional (CCP ), Certified Benefits Professional (CBP), Global Remuneration Professional (GRP ), Work-Life Certified Professional (WLCP ), Certified Sales Compensation Professional (CSCP) and Certified Executive Compensation Professional (CECP). The WorldatWork group of registered marks also includes: Alliance for Work-Life Progress or AWLP, workspan and WorldatWork Journal. About Runzheimer International Founded in 1933, Runzheimer International provides expertise, technology and world class service that empowers companies to better manage cost, business risk and employee satisfaction in the mobile workplace. As a global leader in workforce mobility programs, the company is recognized for providing innovative solutions for business vehicles, business travel expense management and employee relocation. Runzheimer is highly renowned and recognized for its industry leading, Customer Care/Service Delivery focus, an integral element of the company s corporate culture. The company is privately owned. To learn more about Runzheimer International, visit WorldatWork Any laws, regulations or other legal requirements noted in this publication are, to the best of the publisher s knowledge, accurate and current as of this report s publishing date. WorldatWork is providing this information with the understanding that WorldatWork is not engaged, directly or by implication, in rendering legal, accounting or other related professional services. You are urged to consult with an attorney, accountant or other qualified professional concerning your own specific situation and any questions that you may have related to that. No portion of this publication may be reproduced in any form without express written permission from WorldatWork.

3 Introduction & Methodology This report summarizes the results of a June 2015 survey of WorldatWork members to gather information about current trends in vehicle-related benefits programs. This survey is designed to better understand the prevalence and perceptions of vehicle-related benefits programs within organizations. On June 17, 2015, survey invitations were sent electronically to 5,089 WorldatWork members. Respondents selected for participation were members who specified total rewards as their specific function area along with randomly selected members who had designated a responsibility level of executive, top or senior level responsibility area. The survey closed on July 10, 2015, with 420 responses, an 8% response rate. The dataset was cleaned, resulting in a final dataset of 416 responses. In order to provide the most accurate data possible, data was cleaned and analyzed using statistical software. Any duplicate records were removed. Data comparisons with any relevant, statistically significant differences are noted within this report. The demographics of the survey sample and the respondents are similar to the WorldatWork membership as a whole. The typical WorldatWork member works at the managerial level or higher in the headquarters of a large company in North America. The frequencies or response distributions listed in the report show the number of times or percentage of times a value appears in a data set. Due to rounding, frequencies of data responses provided in this survey may not total exactly 100%. WorldatWork conducted similar employee recognition program surveys in 2011 and These reports can be viewed on the WorldatWork website. Where possible, historical comparisons from data gathered in the previous survey are shown. Trends in Workplace Flexibility WorldatWork 1

4 Table of Figures Demographics Figure 1: Sector... 3 Figure 2: Organization size... 3 Figure 3: Industry... 4 Figure 4: Voluntary turnover... 4 Vehicle-Related Benefits Programs Figure 5: Prevalence of vehicle-related benefits programs... 7 Figure 5a: Region and vehicle-related benefits programs... 7 Figure 6: Elimination of vehicle-related benefits programs... 8 Types of Programs Offered Figure 7: Types of vehicle-related benefits programs offered... 8 Figure 8: Number of vehicle-related benefits programs offered... 9 Figure 9: Vehicle-related benefits options... 9 Program Eligibility and Allowance Amount Figure 10: Groups eligible for vehicle-related benefits Figure 11: Vehicle-related benefit difference compensation Figure 12: Vehicle-related benefit monthly allowance amount Program Administration and Communication Figure 13: Impact of fuel costs and vehicle-related benefits Figure 14: Perceived effects of vehicle-related benefits programs on the workforce Figure 15: Vehicle-related benefits programs and the use in attraction Additional Analysis Top Three Programs Figure 16: Top three programs, by organization type Figure 17: Top three programs, by organization size Figure 18: Top three programs, by voluntary turnover Figure 19: Top three programs, by industry Trends in Workplace Flexibility WorldatWork 2

5 Demographics Figure 1: Your organization is: (n=391) Nonprofit/notfor-profit or public sector 12% Private sector, privately held 35% Private sector, publicly traded (stock ticker) 53% Figure 2: Please choose the total number of full-time employees (FTEs) your organization employs worldwide: (n=389) Option Percentage Fewer than 100 employees 5% 100 to % 500 to % 1,000 to 2,499 15% 2,500 to 4,999 14% 5,000 to 9,999 13% 10,000 to 19,999 11% 20,000 to 39,999 8% 40,000 to 99,999 8% 100,000 or more employees 6% Trends in Workplace Flexibility WorldatWork 3

6 Figure 3: Please choose one category that best describes the industry in which your organization operates: (n=385) Industries with less than 2% are not listed in this table. Option Percentage All Other Manufacturing 19% Finance and Insurance 10% Consulting, Professional, Scientific and Technical Services 8% Utilities, Oil and Gas 7% Health Care and Social Assistance 5% Pharmaceuticals 5% Information (includes Publishing, IT, etc.) 4% Retail Trade 4% Accommodations & Food Services 3% Construction 3% Transportation 3% Computer and Electronic Manufacturing 2% Educational Services 2% Wholesale Trade 2% Other 16% Figure 4: What is the approximate annual voluntary turnover for employees? (n=376) 39% 21% 24% 6% 4% 4% 3% 0%-5% 6%-10% 11%-15% 16%-20% 21%-26% 27%-40% 41% or more Trends in Workplace Flexibility WorldatWork 4

7 Executive Summary The majority of organizations (89%) continue to offer at least one vehicle-related benefit to employees. This has remained unchanged since Of these organizations, 61% offer a minimum of three vehicle benefit programs to their workforce. Fuel or mileage reimbursement, automobile allowance and provided company-owned cars (including leases) are the most common programs offered. While vehicle allowance has increased to 69% since 2011, the overall allowance has decreased significantly from 76% in With the economic recovery, automobile allowance may be back on the upswing following the previous decline. The impact of fuel costs on organization s vehicle benefit programming continues to be considerably less in 2015 compared to 2011 and In 2015, 81% of organizations reported they are not considering changes to their programs in response to fuel cost and only 4% have reported implementing changes that are less generous to employees. Vehicle-Related Benefits Programs Nearly 9 out of 10 (89%) organizations offer a car allowance, company car, fuel reimbursement or other vehicle benefit to at least some of their workforce. (See Figure 5.) This has stayed the same as findings from Vehicle-related benefits programs were most prevalent in the United States (74%), followed by Canada (24%), Western Europe (21%) and United Kingdom (20%). (See Figure 5a.) While domestic programs remain stable, international vehicle benefits programs have slightly increased since Combination of Vehicle-Related Benefits Programs Car allowance and fuel or mileage reimbursement For those organizations without a current vehicle benefit program, 23% stated they had eliminated their program in the past three years. This trend continues to grow, up 5 percentage points from (See Figure 6.) 10% Company car, car allowance and fuel or 10% mileage reimbursement Car allowance only 8% All other combinations combined 73% Types of Programs Offered The most common vehicle-related benefits were fuel or mileage reimbursement (70%) and vehicle allowance (69%). Vehicle allowance has increased by 4 percentage points since 2011, while fuel or mileage reimbursement has dropped 2 percentage points. Gaining popularity is the benefit of a company owned automobile, including lease vehicles; an increase of 7 percentage points. (See Figure 7.) More than two-thirds of organizations (69%) do not allow eligible employees to choose among vehicle benefit options, such as vehicle allowance and/or a company car. 11% of organizations offer options to all eligible employees, while another 11% only allow executives to have choices. (See Figure 9.) Trends in Workplace Flexibility WorldatWork 5

8 Program Eligibility and Allowance Amount Similar to findings in 2008 and 2011, in 2015, the eligibility for a car allowance (75%) and a provided company car (66%) is concentrated among executives. Fuel or mileage reimbursement is widely eligible among sales employees (49%) and employees with a bona-fide business need (69%). (See Figure 10.) 84% of organizations do not allow eligible employees to receive the difference as cash compensation for choosing a vehicle that is below the allowance limit. (See Figure 11.) In2015, similar to findings in 2011, the most prevalent car allowances provided for all employee levels was from $500 to $999. (See Figure 12.) Program Administration and Communication Fuel costs have not impacted any changes to vehicle-related benefit programs among 81% of organizations. However, 11% of organizations are considering changes to make the program less generous to employees, an increase of 4 percentage points since (See Figure 13.) In 2015, with the exception of employee satisfaction, vehicle-related benefits programs appear to have a neutral effect on the workforce in terms of engagement and motivation, 53% and 58%, respectively. However, vehicle benefit programs are believed to have a greater positive effect on employee satisfaction (64%). (See Figure 14.) Two-thirds of organizations (66%) are always or sometimes marketing their vehicle benefit programs as a key employee benefit to attract new employees. This has positively shifted 6 percentage points since (See Figure 15.) Additional Analysis Top Three Programs Over 70% of nonprofit/not-for-profit or public sector organizations offer fuel or mileage reimbursement and/or a vehicle allowance program. (See Figure 16.) Greater than half of small organizations, with 101 to 999 employees, offer a company owned vehicle. More than 80% of mid-sized organizations (1,000 to 4,999) offer a vehicle allowance program to employees. (See Figure 17.) 71% of organizations providing a company owned automobile, including lease vehicles, reported low voluntary turnover (0% to 5%). (See Figure 18.) Nearly three quarters of organizations within the utilities, oil and gas industry offer employees a vehicle allowance program. 79% of organizations in all other manufacturing offer employees an automobile provided by the company, which is statistically significantly greater than employers in the finance and insurance industry. (See Figure 19.) Trends in Workplace Flexibility WorldatWork 6

9 Results and Analysis Vehicle-Related Benefits Programs Figure 5: Does your organization currently offer at least one vehicle-related benefit (e.g., car allowance, company car, fuel reimbursement, etc.) to any employee or group of employees? (n=416) Yes, 89% No, 11% 2011 (n=466) Yes, 89% No, 11% 2008 (n=551) Yes, 75% No, 25% Figure 5a: When considering the vehicle-related benefits program that applies to the greatest number of employees at your organization, please specify to which regions and countries this program applies. (Check all that apply.) (n=364) United States Canada Western Europe United Kingdom Asia-Pacific Eastern Europe China Caribbean/Latin America Australia/New Zealand India Middle East Africa 24% 21% 20% 15% 10% 10% 10% 10% 7% 6% 6% 74% 1 In 2008, the question was limited in scope and did not request information on other vehicle-related benefits programs (e.g., use of fleet vehicles, fuel reimbursement, insurance and maintenance subsidies). Trends in Workplace Flexibility WorldatWork 7

10 Figure 6: Have you eliminated the entire vehicle-related benefit program within the past three years? Only participants answering No in Figure 5 received this question (n=44) Yes, 23% No, 77% 2011 (n=49) Yes, 18% No, 82% 2008 (n=118) Yes, 11% No, 89% Types of Programs Offered Figure 7: Please indicate the type of vehicle-related benefit program(s) that your organization currently offers. (Please check all that apply.) Only participants answering Yes in Figure 5 received this question n= Fuel or mileage reimbursement 74% 72% 70% Vehicle allowance 76% 65% 2 69% Automobile provided, including lease vehicles (company owned) 3 n/a 4 53% 60% Reimburses, pays or provides cash for insurance, maintenance and/or fuel n/a 20% 27% Eligible employees may use a vehicle from the company s fleet 40% 29% 24% 5 Parking allowance/reimbursement n/a n/a 24% Eligible employees are reimbursed for a vehicle purchase (employee owns) 5% 6% 9% Fuel or mileage subsidy or discounted fuel 5% 5% 8% Other program 11% 3% 4% 2 A statistically significantly smaller percentage of organizations reported offering vehicle allowance in 2011 (65%) than 2008 (76%). 3 In 2015, the survey response- Automobile provided, including lease vehicles (company owns), included lease vehicles. 4 In 2008, the survey question did not distinguish between company car (owned) and car allowance so no information was available for comparison to company-owned vehicles. 5 A statistically significantly smaller percentage of organizations are reporting eligible employees may use a vehicle from the company s fleet in 2015 (24%) than 2008 (40%). Trends in Workplace Flexibility WorldatWork 8

11 Figure 8: Numbers of Vehicle-Related Benefits Programs Offered (n=360) 30% 24% 15% 17% 10% 3% 1% 0% 0% Number of Programs Mean: 2.9 Median: 3.0 Mode: 3.0 Figure 9: Does your organization allow eligible employees to choose between vehicle allowance and/or a company car and/or other options? Only participants answering Yes in Figure 5 received this question n= No, employees eligible for this type of benefit have only one option 72% 65% 69% Executives have choices n/a 9% 11% Yes, all eligible employees have choices 16% 9% 11% Some employees have choices, other do not 10% 6% 5% Other 2% 8% 5% Sales and other eligible have choices n/a 3% 2% Other responses as noted by participants: At director level and higher Choices are country specific Trends in Workplace Flexibility WorldatWork 9

12 Program Eligibility and Allowance Amount Figure 10: Please specify which groups are eligible for each vehicle-related benefit: (Select all that apply.) 6 Only participants answering Yes in Figure 5 received this question. Automobile provided, including lease vehicles (company owns) (n=207) Eligible employee are reimbursed for a vehicle purchase (employee owns) (n=25) Vehicle allowance (n=239) Fuel or mileage reimbursement (n=239) Fuel or mileage subsidy or discounted fuel (n=18) Eligible employees may use a vehicle from the company s fleet (n=80) Reimburses, pays or provides cash for insurance, maintenance and/or fuel (n=91) Parking allowance/ reimbursement (n=80) Executives Outside sales employees Any employee with a bona-fide business need Expatriates depending on the country of operations Managers Directors Field technicians/ employees 66% 42% 29% 28% 21% 31% 29% 5% 72% 28% 32% 12% 20% 16% 4% 8% 75% 42% 26% 15% 24% 36% 11% 5% Other 39% 49% 69% 18% 36% 36% 39% 15% 56% 44% 44% 33% 33% 28% 28% 22% 31% 28% 61% 23% 31% 26% 56% 13% 63% 52% 35% 17% 24% 35% 19% 7% 74% 45% 56% 25% 41% 45% 30% 13% Other program (n=10) 60% 70% 50% 20% 30% 30% 40% 30% 6 Count for some groups are less than 30; data corresponding to larger sample sizes will have stronger statistical power and validity. Trends in Workplace Flexibility WorldatWork 10

13 Figure 11: If an employee chooses a vehicle that is below the allowance limit, is the employee eligible to receive the difference as cash compensation? Only participants answering Automobile provided in Figure 5 received this question. Not applicable responses were excluded from analysis (n=150) Yes, 16% No, 84% 2011 (n=118) Yes, 12% No, 88% Figure 12: Please specify the monthly allowance by position for your vehicle allowance program. Only participants answering Yes in Figure 5 received this question. $1-$499 $500-$999 $1,000- $1,499 $1,500- $1,999 $2,000 and up Executives: Level I (highest level) (n=176) 5% 32% 29% 15% 19% Executives: Level II (midlevel) (n=155) 5% 41% 32% 15% 7% Executives: Level III (n=123) 8% 47% 31% 9% 5% Managers (n=71) 30% 58% 6% 6% 1% Directors (n=98) 13% 66% 9% 7% 4% Outside sales employees (n=101) 25% 65% 5% 3% 2% Any employee with a bonafide business need (n=60) 25% 63% 8% 0% 3% Expatriates depending on the country of operations (n=36) 11% 64% 14% 8% 3% Field technicians/employees (n=35) 29% 63% 9% 0% 0% Other (n=84) 29% 63% 9% 0% 0% Trends in Workplace Flexibility WorldatWork 11

14 Program Administration and Communication Figure 13: Have fuel costs caused your organization to either consider or actually make changes to your vehicle-related benefit program? Only participants answering Yes in Figure 5 received this question n= We are not considering any changes at this time 3% 79% 7 81% 8 We are considering changes to make the program less generous to employees 10% 7% 11% We are considering changes to make the program more generous to employees 8% 4% 3% We have implemented changes that make the program less generous to employees 68% 6% 9 4% 10 We have implemented changes that make the program more generous to employees 10% 4% 2% Figure 14: What would your workforce say is the effect of your organization s vehicle-related benefit program on: Only participants answering Yes in Figure 5 received this question. Extremely negative/negative effect No effect/neutral Extremely positive/positive effect Employee engagement (n=341) 3% 53% 45% Employee motivation (n=341) 2% 58% 40% Employee satisfaction (n=344) 4% 33% 64% 7 In 2011, a statistically significantly greater percentage of organizations were not considering any changes to their vehicle benefit program (79%) compared to 2008 (3%). 8 In 2015, a statistically significantly greater percentage of organizations were not considering any changes to their vehicle benefit program (81%) compared to 2008 (3%). 9 A statistically significantly smaller percentage of organizations are reporting implemented changes to their vehicle benefit program that are less generous to employees (6%) compared to 2008 (68%). 10 A statistically significantly smaller percentage of organizations are reporting implemented changes to their vehicle benefit program that are less generous to employees (4%) compared to 2008 (68%). Trends in Workplace Flexibility WorldatWork 12

15 Figure 15: Does your organization feature or market the vehicle-related benefit program as a key employee benefit when attempting to attract new employees? Only participants answering Yes in Figure 5 received this question (n=346) Yes, 25% Sometimes, but not always, 41% No, 35% 2011 (n=380) Yes, 20% Sometimes, but not always, 34% No, 46% Trends in Workplace Flexibility WorldatWork 13

16 Additional Analysis Top Three Programs Figure 16: Top three programs, by organization type Private sector, publicly traded (stock ticker) Private sector, privately held Nonprofit/notfor-profit or public sector n= Fuel or mileage reimbursement 70% 77% 71% Vehicle allowance 71% 69% 71% Automobile provided, including lease vehicles (company owns) 67% 59% 38% Figure 17: Top three programs, by organization size (number of employees) Small Organizations Mid-sized Large Organizations Fewer than to 999 1,000 to 4,999 5,000 to 19,999 20,000 n= Fuel or mileage reimbursement 75% 73% 74% 72% 70% Vehicle allowance 25% 63% 82% 71% 68% Automobile provided, including lease vehicles (company owns) 42% 60% 48% 75% 70% Figure 18: Top three programs, by voluntary turnover 0% to 5% (Low) 6% to 10% (Medium) 11% to 15% (High) n= Fuel or mileage reimbursement 71% 72% 74% Vehicle allowance 58% 74% 71% Automobile provided, including lease vehicles (company owns) 71% 63% 58% Figure 19: Top three programs, by industry All Other Manufacturing Finance and Insurance Utilities, Oil and Gas n= Fuel or mileage reimbursement 78% 69% 81% Vehicle allowance 64% 60% 73% Automobile provided, including lease vehicles (company owns) 79% 11 51% 62% 11 Organizations in the all other manufacturing industry are statistically significantly more likely to offer employees an automobile provided by the company (79%) than organizations in the financial and insurance industry (51%). Trends in Workplace Flexibility WorldatWork 14

17 Participating Organizations AAM ABM Accent Care Inc. ACCO Brands Advocate Health Care AECOM AGCO Corporation Agnico Eagle Mines Limited Air Canada Albea Group Alghanim Industries Allied Building Stores Inc. Allied Motion Technologies AMC Networks International American Association of Community Colleges Amplifon Americas Amyris Inc. ANSYS Inc. Apogee Enterprises Inc. ARAMARK Arkansas Electric Cooperative Corp. Armstrong World Industries Ascend Performance Materials Astron Solutions Aurora Health Care Automatic Data Processing Avera Health Aviva Balfour Beatty Construction US Baxter Corp. BAYER Baystate Health BBA Aviation Beazer Homes Bell Canada Big Lots Black Knight Financial Services BLC Partners LLC Blue Cross Blue Shield of Arizona Blue Cross Blue Shield of Massachusetts Blue Diamond Growers Boart Longyear BRP Inc. CAA SCO California Casualty Management Company Capital One UK Cardinal Health Carillion Canada Inc. Carters' Inc. Catholic Health Initiatives Celina Insurance Group Centerra Gold Inc. CGI Chico's FAS Inc. Chiesi USA Inc. Chipotle Mexican Grill Chrysler Ciena Corp. CIRCOR International City of Columbia, Missouri City of Raleigh (NC) Municipal Government Coast Electric Power Association Colorado PERA CommScope Community Coffee Company LLC Compass Group Canada Constellation Brands Inc. Cox Media Group CSA Group CSG International Daiichi Sankyo Daymon Worldwide DCI DDR Corp. Dean Foods Delta Air Lines Driscoll s DSM DSM Nutritional Products DuPont Eagle Ottawa LLC Eclipse Resources Empire Life Employers Resource Association ENMAX Erie Insurance Group esources Estee Lauder EVRAZ NA Experian FANUC America Corp. Federal Housing Finance Agency Federal-Mogul Motorparts SEU BU Fellowes Brands Ferring Pharmaceuticals Inc. Finning International Inc. First Capital Realty Inc. Fiskars Brands Inc. Fletcher Building Fonterra Frank's International Freudenberg North America Fujirebio Diagnostics Inc. Gannett Trends in Workplace Flexibility WorldatWork 15

18 General Motors Gilead Sciences Inc. Glazer's Grady Management Inc. Grange Mutual Casualty Co. Hancock Holding Co. HARMAN Hegele Logistic Hemophilia of Georgia Hill Holliday Hilton HMSHost Corporation Hollard Homesite Insurance Honda of South Carolina Horizon Pharma PLC HumInt LLC ICL Illinois Credit Union System INOAC USA Inc. Intact Financial Corp. J.D. Irving Limited Jack in the Box Inc. JE Dunn Construction Co. Johnson Controls Key Energy Services Kinross Gold Corp. Kloeckner Metals Knorr-Bremse Asia Pacific (Holding) Ltd. Lake Associates Inc. LEO Pharma Li & Fung Trading Co. Ltd. Link-Belt Cranes LinkedIn Logix Federal Credit Union LVMH Inc. Malakoff Corporation Berhad Master International Corp. Mattamy Homes Mattel Matthews, Young & Associates Inc. McDonald's Korea Medidata Solutions Inc. Medxcel Midas Safety Inc. Mine Safety Appliances Company LLC Mondelez International Moog Inc. Mutual of Omaha Mutual Trust Financial Group MWH NAMSA NN Inc. NOVA Chemicals Novartis Oando PLC Nigeria Oasis Petroleum Omaha Public Power District Orbitz Worldwide Orscheln Industries P.F. Chang's China Bistro Inc. Pacific Northern Gas Piramal Enterprises Limited Popeyes Louisiana Kitchen Inc. Post Consumer Brands Pöyry Princess Auto Printronix Purch Purdue Pharma L.P. PVH Corp. Raiffeisen-Hypo Group Ritchie Bros. Auctioneers Robertshaw Rockwell Collins Rosetta Stone Royal Dutch Shell Ruby Tuesday Samuel, Son & Co. Ltd SanDisk Sandy Spring Bank Sanofi-Aventis South Africa Schneider Sensient Technologies Shire Simpson Manufacturing Co. Inc. Smead Manufacturing Co. Smiths Medical Sodexo Canada Ltd. Sony Europe Specialists on Call Spirax Sarco Inc. Staples Steve Grossman & Associates Suominen Superior Energy Services Swarovski SWIFT Symantec Technip USA Teck Resources Limited TELUS Teva Pharmaceuticals The ADT Corp. The Boston Beer Co. The Croner Co. The Fresh Market Inc. The Warranty Group Trends in Workplace Flexibility WorldatWork 16

19 The Westervelt Co. The YMCA of Greater Rochester Therma-Tru Tieto Corp. TJX TransAlta Corp. Truven Health Analytics Tyson Foods Inc. United Bank United Data Technologies Univar University of Dayton University of Michigan USfalcon Inc. Verizon Visteon Corp. Volvo Group Ward Leonard CT LLC Websense Welch Foods Inc. Wellesley College Western Union Whitney Smith Co. Wolseley Canada World Acceptance Corp. Yellow Pages Yokohama Tire YRC Worldwide Inc. ZCL Composites Inc. Trends in Workplace Flexibility WorldatWork 17