Offering competitive benefits and promoting work-life balance further helps us to retain employees and enables the greatest possible returns on our investments in talent.
We provide U.S. salaried employees with up to 12 weeks of paid family care leave per year to take time off to care for a family member with a serious health condition or to bond with a new baby. This leave is in addition to the six to eight weeks of disability leave available to birth mothers. Employees are also eligible to apply for additional time off under GM’s Dependent Care Leave policy. This time off, while unpaid, provides job protection for up to 12 months.
GM places more emphasis on accomplishing work-related tasks than on spending a certain number of hours in the office. This improves employees’ work-life balance and enables them to address personal needs while still completing their work. Prior to COVID-19, we allowed flextime scheduling in compatible job assignments and, with leadership approval, telecommuting arrangements. With many of our salaried employees working remotely throughout the COVID-19 pandemic, we will explore more hybrid work arrangements on a permanent basis.
Health and well-being programs help us both attract talent and reap the benefits of a healthier workforce. These offerings include resources to support employees’ mental health. Our medical plans provide coverage for behavioral health and substance use disorder services. The WorkLifePlus program allows salaried employees and family members access to professional counselors and behavioral health support services at all hours. We also offer online self-help resources to help employees practice and maintain good physical, mental and emotional health.
We ramped up our focus on mental health in 2020 with a year-long Mental Health Awareness campaign. Additionally, GM supported the launch of the COVID-19 Return to the Workplace Q&A/Helpful Links resource on our internal GM site, providing all resources on one page within the site.
Several GM Employee Resource Groups joined together to organize regular presentations by GM Medical experts and external leaders on mental health topics. Toward the end of the year, we hosted Mind and Body Health Check Week, a series of online sessions during which participants learned about meditation, stress management, time management and more.
The LifeSteps employee wellness program helps both hourly and salaried employees take an active role in their health. It provides U.S. employees and their eligible family members with a broad range of tools for health education, risk identification, personal coaching, goal setting and tracking.
When salaried U.S. employees provide certification of an annual preventive physical exam, they can receive cash incentives and/or Health Savings Account contributions. In 2020, 83% of eligible salaried employees received this LifeSteps incentive.
Revved4Health is a wellness program for Canadian salaried employees that focuses on physical, mental and financial well-being. Employees have an opportunity to earn Success Points throughout the year that can be redeemed for wellness dollars. Employees choose how to allocate their wellness dollars with options such as adding to their retirement savings, health care spending account or personal spending account. In 2020, 93% of eligible employees participated in the program.