t Johnson & Johnson, superior employee benefits are nothing new. The company has been a trailblazer for more than a century when it comes to supporting its workforce both in the office and outside of it.
So it should come as no surprise that Johnson & Johnson secured the top pharmaceutical company ranking on Fortune’s 2017 Most Admired Companies list, thanks, in part, to the top-notch benefits it provides to its more than 130,000 employees worldwide.
To help kick off open enrollment season—which runs November 1 through December 15 nationally this year—we've rounded up just a sampling of the great perks Johnson & Johnson employees, well, benefit from. How does your company compare?
Welcoming a little one into your home can be an exciting, but also costly and stressful, process. To help support employees who are eager to expand their families, Johnson & Johnson offers assistance with fertility treatments, adoption and surrogacy to both heterosexual and same-sex spouses.
In the U.S., the company offers $35,000 in financial assistance for fertility treatments. Employees wishing to adopt can receive $20,000 in reimbursement benefits per child. Surrogacy benefits are also $20,000 per child.
Pet health insurance offered through Nationwide covers dogs, cats, birds, rabbits—even lizards and ferrets!
There are two levels of coverage offered: Employees can enroll their pets in a preventative care plan, which covers check-ups, vaccines and preventative medications. Or they can opt for a higher-level plan that also covers illnesses and injuries.
In both cases, the rates are lower than what an employee would obtain independently, says, Director of Global Benefits, Absence & Disability Management, Johnson & Johnson.
"One of the first things I did when I got my new puppy, Daphne, was sign up for the pet insurance plan," says, Global Content Lab Editor-in-Chief, Johnson & Johnson. "And good thing I did! Just a few months later, I had to rush her to the emergency vet when she swallowed a sock. It's a valuable benefit for those of us who have cherished pets in our families."
Employees enlisted in any branch of the U.S. Military Reserve or National Guard who are called for training or active duty, as well as to help in the case of a natural disaster, receive their full salary for up to 24 months and a continuation of benefits—in addition to what the U.S. military pays them.
In 2016, the company also rolled out another notable benefit for service members: The ability to take time off once they return from duty before going back to work.
As McDonald explains, “How can someone come back from a war zone on a Friday, and return to work on Monday? So we said, ‘We’ll give you additional time off, paid at full salary, to help you adjust back to civilian life.’”
At its operating companies across the globe, Johnson & Johnson offers all employees—maternal, paternal, adoptive or surrogacy-assisted—eight weeks of paid leave that can be taken during the first year of a new child’s arrival into their family.
Plus, mothers in the U.S. who have given birth can take up to 17 weeks of paid leave.
"Johnson & Johnson leads its peer community with its generous global parental leave policy," McDonald says.
Johnson & Johnson is dedicated to having the healthiest workforce, and this program—a collaboration between the Johnson & Johnson Human Performance Institute and Johnson & Johnson Global Health Services—teaches employees how to manage and expand their energy capacity to perform at their personal best in all areas of their lives.
“Our goal is to train 100,000 employees globally in energy management by 2020,” says, Vice President, Global Health Services, Johnson & Johnson.
Employees can take the course for free, either as a webinar or in person over the course of two days at company locations worldwide.
Learning how to align your focus with a personal mission, and thrive in demanding and stressful circumstances are key pillars of the curriculum. “It encompasses physical, mental, emotional and spiritual well-being,” Bruno adds.
Traveling for business can be particularly challenging for moms who are breastfeeding, so in 2016, Johnson & Johnson instituted a unique delivery service that lets mothers ship breast milk home for free.
“When a mom knows she’ll be traveling, she can get breast milk packaging, prepared for shipping, in advance,” Bruno explains. “It’s a temperature-controlled box that’s pre-cleared for customs.”
Johnson & Johnson prides itself on caring for the world, one person at a time—and that philosophy also translates into enabling employees to give back outside of the office. To help encourage employees to take time to benefit from the rewards of volunteerism, eligible individuals can take up to two weeks off—one of them fully paid—to volunteer for a nonprofit of their choice.
Reinhard Juraschek, Ph.D., Associate Director of Research & Development, Ethicon, uses this benefit to travel to Guatemala each year as a volunteer with Rotary International’s Iowa MOST (Miles of Smiles Team), which performs cleft lip and palate surgeries on children.
"It’s so rewarding," Juraschek says of the experience. "This was a way to do something with my skills and background that was completely, undoubtedly good."
The first Johnson & Johnson Child Development Center catering to employees opened its doors in 1990. Today, there are six child care centers across company campuses, offering programs from infancy through kindergarten at a subsidized cost for employees, making work-life balance a little bit easier for moms and dads.
For employees who work remotely or in offices where on-site centers are not yet available, the company provides an additional way to help offset the costs of child care by providing a discount with KinderCare, a national child care provider, as well as various local providers.
Johnson & Johnson offers transgender-inclusive health insurance coverage and provides same-sex partner benefits aligned with the Human Rights Campaign’s Corporate Equality Index.
The company also provides coverage for surgery to change the sex of an employee diagnosed with gender identity disorder.
“Johnson & Johnson is an industry leader when it comes to inclusive policies,” says Rosa Sexton, Director of Planning and Operations, Johnson & Johnson. “We’re proud of our diverse workforce, and we strive to offer benefits that reflect our employees’ unique needs.”
In the U.S., Johnson & Johnson provides coverage for speech, occupational and physical therapy for employees' children with special needs. In the case of a child diagnosed with Autism Spectrum Disorder, coverage for Applied Behavior Analysis, an intervention-based education service, is also provided.
Families can also take advantage of the Bright Horizons Special Needs Program, a resource that helps parents successfully maneuver the educational landscape, at no cost.
The online platform assists parents with educational planning, communicating with a child's school, and troubleshooting issues and tracking progress. It also offers webinars with top special needs experts, along with individual advising with experienced professionals who can address a child's unique needs.
Any parent who's helped prepare a child to get into college knows it can be a trying process. At Johnson & Johnson, employees can get guidance on navigating applications, student loans and more through the company's partnership with College Coach.
“It makes me feel like my employer cares about what is going on outside of the workplace,” says