“Teleworking at MnDOT has provided opportunities for increased lifestyle adaptability to meet both work and life needs; reduced employee absenteeism and stress; and the ability to attract and retain quality workers. It improves the quality of the environment, family, and community by decreasing commuter miles and fuel consumption, and increasing employees’ presence in the communities they live. Finally, it expands MnDOT’s ability to meet business needs by demonstrated increased employee productivity, performance, and customer satisfaction. MnDOT will continue to support telework for employees whose jobs are conducive to working remotely.” Karin Van Dyck, Director of Human Resources.
“As a commercial real estate company, we understand better than anyone the importance of location. Teleworking enables employees not only to save money and help the environment, but it showcases Welsh & Colliers’ commitment to its employees and their work/life balance. At Welsh & Colliers, our leadership doesn’t just talk about supporting employees – they practice what they preach, and teleworking is one way they do that.” – Rhonda Allen, Senior Vice President, Human Resources, Welsh & Colliers International | Minneapolis-St. Paul
“We have long embraced flexible scheduling and telecommuting, when feasible and appropriate, as our experience and the data associated with it has proven that telecommuters are very productive, engaged and produce high quality results,” says Rich Hughes, Senior Vice President and Chief Operating Officer of Human Capital, United Health Group.
“As Minnesota’s third largest private employer with 20,000+ team members, Wells Fargo embraces flexible scheduling and telecommuting when feasible and appropriate within its global and a geographically diverse culture. Today’s workplace is not always a singular office building or campus where employees gather face to face. Modern-day organizations, like Wells Fargo, are composed of telecommuters, workers in traditional offices, home settings or offices spread out across many time zones.” John Hobot, Minnesota Regional Communicator
“We launched our formal telework initiative back in 2010, but we were practicing telework before it was probably even given a name. We have a number of employees who telework on a daily basis working at least one day from home (a few are 100% remote) to support their well-being and work/life balance. We also recognize that these telework efforts help the environment and reduce traffic on our roads, but for us, we offer telework as the right thing to do for our employees. Our employees are grateful for the opportunity to work from home giving them their commute time back in their day to spend with family and be that much more productive.” Michelle Potratz, HR/Benefits Partner, TURCK
“At GTN we offer employees the ability to work from home on a set schedule or as needed when situations arise. About 25% of our employee population across the country work solely from their home offices. Of those that work out of office locations, many utilize the ability to work from home in order to retain a greater balance with their home and work lives.” Gretchen Lohmann, Human Resources Manager, GTN Shared Services, LLC
eWorkPlace MN Telework Champions