Giving money back directly to the employees is mor presentation

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Title: Giving money back directly to the employees is mor

1
Services Analysis

Conducted by
Perspectives Resources, Inc.
231 Central Avenue
White Plains, New York 10606
Phone (914) 428-3805
www.pri-air.com

2
TABLE OF CONTENTS
3
STATEMENT OF LIMITATIONS

Because of the exploratory nature of qualitative
research involving small sample sizes drawn
without use of statistical procedures, the
following presentation should be read as
indicative of hypotheses that may need
quantification. The research is designed
primarily to provide insights into customers
perceptions of the various elements of the issues
in question. While the research can provide
clear direction on some issues, results should
not be considered definitive without quantitative
verification.

4
BACKGROUND

In an effort to provide meaningful mobility
options to commuters and employers, MetroPool
elected to conduct an evaluation of existing
services offered. This summary covers Phase I of
the research program which will be comprised of
four phases.
This first phase, The Focus Group sessions, is
still in progress at this time.
The primary objective of the Groups is to refine
existing services and identify individual
positioning strategies, identification of new
programs and initial profiling of target market
dimensions.
The second and third phase of the research will
consist of a region wide surveys among employees
and employers to validate the hypothesis of the
focus groups.

5
METHODOLOGY

Fifteen (15) Focus Groups are being conducted as
outlined below
4 Groups Residents of Rockland/Orange,
Westchester, SW Connecticut, Long Island,
Dutchess/Putnam who travel to New York City for
work.
1 Group Residents of New York City who travel
within the five boroughs.
2 Groups Residents of New York City and SW
Connecticut who travel to the Hudson Valley.
1 Group Residents of Island who travel within
on Long Island.
3 Groups Residents of Ulster, Dutchess,
Rockland, Orange, Putnam, and Westchester who
travel within the six counties, Southwestern
Connecticut and Northern New Jersey.
4 Groups Employers of companies located in
Rockland, Westchester, Dutchess, New York
City, and Long Island.

6
EXECUTIVE CONCLUSIONS

The obstacles and barriers that must be overcome
are both perceived and factual. In many
instances the two are hard to separate. For
example
Control is a key driver. People want to be able
to control their own time and not be subject to
the schedules of other people or transit times.
Flexibility, many will not accept the rigid
schedules of others. They want to come and go as
they please. They do not want to be regulated by
a fixed plan.
Some people express a concern that if they are
needed, they cannot leave their worksite in an
emergency, shop and do errands or leave work as
they please.
Discomfort in riding crowded trains, buses, or
being a passenger in a car/van was expressed.
Quiet time in the morning is given up.
They do not want to ride with strangers.

People do not know how to form a carpool or
vanpool.
On the opposite side, many commuters say that the
benefits of driving alone do not outweigh the
drawbacks.
The increasing cost of driving is having an
impact, especially on middle income and lower
wage earners.
The impact has grown with rising fuel prices.
Vehicle maintenance is also a factor especially
as cars are driving in heavy traffic for long
time periods.
The constant traffic going to and from work is
taking its toll. Employees arrive at work
anxious and tired. Family time is sacrificed.
Drivers are more irritated by congestion
Traffic is no longer a one way problem nor
confined to rush hours. Commuting has been
redefined.

People have altered their driving hours to avoid
traffic . . . Leaving as early as 600 a.m. and
going home at 700 p.m. or later.
Quality of life is affected, there are new rules.
The great majority report that their Employer
offers no solution or alternative to their
commuting problems.
Employers live with this changing workplace
model and reluctantly accept it.
Employers say they want to know about available
programs but they lack the human resources (not
money) to establish and maintain a program. They
do feel programs would have a positive affect on
employees attitudes, productivity, and corporate
image.
Growing opportunity is evident for mobility
programs as new trends in attitudes emerge.
Metropool is moving in the right direction.

9
PROGRAMS OVERALL

Those programs which included a stated financial
incentive were accepted over those that did not.
Giving money back directly to the employees is
more desirable than a pretax offer. This is even
more motivating among those who do not understand
tax incentives or see a long term benefit (lower
wage earners).
An incentive is a strong element that enhances
most programs. However, other incentives aside
from money should be developed.
Participants need to be directly involved in the
formation of a car or vanpool. The assistance of
an outside source along with them to seek
participants, set rules and help maintain the
pool is very desirable.
Vanpools have a more positive image than carpools
yet both suffer from misperceptions. These
images must be changed.
Vehicle type/size/comfort
How formed and maintained
Flexibility
Control
Safety
Liability, etc.

Pictures of trains, buses, and types of vans that
show comfort, safety, and luxury are needed.
All of the above, especially buses suffer from an
image problem.
Having the Guaranteed Ride Home with every
program is a very appealing benefit. However,
the amount of times permitted needs to be more
liberal perhaps combined with a reduced payment
for over the limit users.
Commuters are much more willing to accept and try
another mode of transportation on a gradual basis
rather than a total commitment.
Car and vanpool should have at least 1-2 days per
week open window so people can drive their own
cars if they choose.
This also holds true for those who are taking
public transportation.
Thus, to be successful, Mobility Program Agencies
need to convey a new image of these modes as part
of their programs. Assistance from the MTA, etc.
should be sought.

An aggressive Employer information program needs
to be developed according to location, industry
and employee type. No single approach will work
for all.
Employer support is needed for programs to
succeed with employees.
Most employers form their judgment based upon
their personal experiences not on what their
employees believe. Such information needs to be
gathered.
Some employers are against car/vanpooling because
they fear that strong employee relationships will
develop. They do not want this to happen.
An important finding is that employees and
employers are guessing how each other feels
about alternative modes and they are guessing
wrong.
Employers need to be targeted before employees
with benefits to them supported by employee facts
which will be established in Phase II and III.
This will show employers what employees want and
that employees will work more efficiently and
have increased job satisfaction.
A complete recruiting program needs to be
redefined starting with gaining employer support,
consulting in establishing all aspects of the
program, getting the messages to employees and
assisting in program maintenance. The backend
has to be thought out. Employers do not want nor
do they know how to implement, yet, they are
pro-mobility.

12
DETAILED FINDINGS

A. COMMUTERS
Why They Drive
Many choose to drive themselves because their
perception is that it is less expensive and more
convenient than taking any other mode of
transportation. They do not want to be on anyone
elses schedule, they want the freedom and
flexibility of coming and going as they please.
I dont like being tied to a train schedule.
Im on my schedule, I dont have
to wait for the next train. Its a mental
thing for me. I want to be in my car
not dealing with anyone else.
I have the flexibility I need when I drive, I
can come and go whenever I choose. I dont have
to deal with overcrowding.
I used to take the train it would take me an
hour and a half, Id rather sit in my car. It
is easier for me to drive in.

In addition, some regions do not have a direct
route to where they have to go for example,
residents from Rockland traveling to New York
City, the bus is their only option and they feel
it is more of a hassle for them and there are too
many connections to get to where they have to go.
The transportation system is just not good.
Ive tried taking MetroNorth but
I have to drive to Tarrytown. Driving is one
way, no connections. I mainly
drive for the convenience.
I dont have a direct route using the bus or
train to get to my office. I would have to make
a bunch of different connections, it would
probably take me longer to get there.
In many instances, even though some of the
commutes are longer than others, we surprisingly
found that the majority of those driving are
being reimbursed for their parking expenses or
have a flex-spending program in place for
parking.
I get reimbursed for parking, its more
convenient for me to drive and there is less
hassle.
It would be an extra expense for me to take
the train, I dont pay for my parking the bank
does, I just pull up, they park the car and I
expense it out.

For some, taking public transportation would take
them longer than if they drive.
It would take me much longer to take public
transportation. We have shuttles once I get up
there but your talking about an hour to two
hours. I feel like its not reliable for me to
take the train.
Taking The Train
Several say that taking the train is more
expensive than it is to drive their own cars.
Increases specifically were mentioned for
MetroNorth and the Long Island Railroad.
In addition, parking at the train stations across
all regions is rapidly becoming a growing issue.
In some stations specifically Rye and Stamford
there are five year waiting lists and the lots
that you can park in in some cases are too
expensive to park in.
Across the region, there arent enough spaces in
the lots and too much time is spent driving
around looking for a space.

Non-residents are coming from other towns to
park.
Some stations have now began charging a fee.
In some areas such as Putnam, Rockland, Dutchess,
and Ulster there is not adequate train or bus
services available. However, In those instances
where service is available
The trains are not reliable
There is not enough express service
They are not running frequent enough
They are overcrowded
There is no parking lot at the station, you have
to park on the road and there is a great distance
to walk

Concept Evaluation
It is important in all instances that there is an
option for commuters to choose what mode of
transportation they will use. They do not want
to be told what to do.
In addition, there must be a guarantee that if
they need to leave, they will have transportation
to get to where they are going.
Therefore, having a program that is flexible is a
must.
Those who live in rural areas that are traveling
a great distance to work favored the idea of a
vanpool or carpool. The primary problem was
nobody wanted to take the responsibility of
driving.
Ulster for example, even though it is not rural
favored carpooling and vanpooling because there
is no train or bus service.
In addition, there must be a guarantee that if
they need to leave, they will have transportation
to get to where they are going. Therefore,
having the guaranteed ride home program is
essential for every program.

B. Employers
As commuting varies from region to region,
different problems are occur.
While there is adequate transportation to New
York City from Long Island, it is felt that
traveling to and within the Island is a problem.
Once there employees arrive by train, there is no
adequate bus service to get them to the office.
Putnam, Rockland, and Dutchess all complain that
they have inadequate public transportation (bus
and train) service.
New York City and Westchester County had minimal
complaints however, commuting issues still exist.
It is for these reasons that employers are eager
to learn about what options are in fact
available.

In the majority of regions employers feel that
employee commuting is becoming an issue.
When asked how they handle their employees
commuting problems, all stated they are not
trained in this area nor do they receive any
information to distribute to employees when
hiring.
In New York City, it was mentioned that
promotional materials are being distributed in
subway stations and in train stations and
employees have approached employers about these
materials to learn more about their options.
Parking is also becoming a growing problem, the
parking lots are becoming full and employees are
spending more time looking for parking spaces in
addition to the time spent on their commute.
Flexibility is an important issue, this is true
with regard to scheduling and mode of
transportation. They feel it is important that
their employees have a choice of what mode of
transportation to take rather than to be forced.
It is also felt that this would be an attractive
option to the employee.

In addition, having the guaranteed ride home
program with every concept as found with the
employees is essential, the number of times per
month needs to be increased.

20
CONCEPT PROGRAMSCOMMUTER 1st Choice Ratings
21
SPECIFIC PROGRAMS COMMUTER CHOICE TAX BENEFIT

Overall, the Commuter Choice Tax Benefit was
preferred most. There was little to dislike with
the tax free benefit (up to 3,480).
Since many saw it as an incentive, they would
take advantage of the program.
However, for those in lower tax brackets, some
recognized the benefit as marginal while those at
upper income levels felt the amount was too low.
As such, the amounts should be raised and a
low-high amount calculated against frequency of
participation.
A reduced fair MetroCard could also be included.
Its a motivating incentive, you are getting
money back from your employer
and you choose which method of transportation to
use, its flexible.
Its excellent, it benefits the employee and
addresses many of the problems
that we have, its flexible.

COMMUTER
22

It has the most incentive for people to use
public transportation. You are really reducing
the amount of traffic on the roads.
Everything is already there and we are getting
compensated to use it.
There is a reduction of taxes and stress. Less
wear and tear on my car and less money is being
sent on transportation.
Best financial compensation and incentive to
use public transportation for those who work
nearby. It also could lessen the amount of cars
on the road.
The savings sound like a good financial
encouragement to commute by public transportation
without giving up your freedom.
It seems like the most logical way to get the
general public to change their way of commuting.
It is a tax benefit and the public deserves a tax
break, especially on their way to work.

COMMUTER
23
TELECOMMUTE

The Telecommute concept was like by many
commuters if their employers would let them
participate.
However, most do not have the advantage to
utilize this benefit because of Company policies.
Many felt that telecommuting from home at least
one day a week would help them deal with their
commute on the other days in a positive manner.
They felt they would be less stressed and far
more productive.
Telecommuting would be great as long as my
company would go for it. It
would make the other days commuting easier to
deal with. I would definitely
take the train.
If I were able to Telecommute, I wouldnt mind
the long commute on the
other days, it would take away the stress of
driving, even if it is only for one
day its still one less day you have to
commute.

COMMUTER
24

This would be a lifestyle change for the better
by alleviating commuting
entirely on several days.
It is the best for someone in sales, I would get
two or more extra hours a
day working instead of being in my car and only
go in when I had to.
If you could avoid a commute to work, it would
save so much aggravation.
You would have more time to concentrate on your
work rather than how
much traffic you are going to hit.

COMMUTER
25
REMUNERATION

Remuneration generated substantial positive
feedback mainly because it offered different
options and commuting alternatives and commuters
didnt feel forced to chose one mode.
Therefore, because of the flexibility of options
and supported by the Guaranteed Ride Home Program
(with suggested revisions), it was praised.
A pre-paid fuel card very desirable option. The
amount of value could be tied to mileage driven.
The 50 value for transit vouchers should be tied
to transit type as train is more expansive than
other modes.
People questioned why vanpooling is excluded.
Its an incentive, its giving you something if
you make a change. You would save money
carpooling and wear and tear on the car. It is
important, people by nature want to save then
they want something extra.

COMMUTER
26

Its an extra incentive on other benefits that
you would get, it rewards you with money or
coupons. It would appeal to more people.
It gives you flexibility and options, and you
get reimbursed for your fuel, you carpool, its
less stress.
I like the idea of getting a prepaid fuel
card, it is an incentive.
I like the fact that they will give you
vouchers and they give you money to set this up
as far as carpools and that two days a week, I
think I would like to try it out and not be
committed to five days a week possibly.
I like the plan of a prepaid fuel card. I
teach in a school district and a carpool is more
feasible and easier to set up. A financial
incentive would be useful to follow through and
keep a commitment to carpool.
You get the best of both worlds, gives you some
flexibility and with the incentive for carpooling
it makes it more appealing.

COMMUTER
27
VANPOOLING

Vanpooling is especially appealing to those who
accept shared ride but dislike carpooling.
The safety of vans was called into question.
Assurance is needed.
Flexible van size is desirable with a 6-8 person
capacity. People say that they cannot drive a
larger vehicle safely.
The driver and backup driver training is an
important issue as is having the program setup by
a professional organization.
Clean driving records are a must.
Some form of subsidy is indicatedtoll reduction
or gas vouchers.
There are more people involved, it seems easier
than a carpool plus the Van is bigger, you get to
relax.

COMMUTER
28

I like the idea that you are saving money but
the insurance coverage is a
little unclear, I dont want to be liable as a
driver.
I would prefer to have a company employee of the
van service to drive the
van but if there were a few backup drivers in the
event that someone cant
make it I think that would work also.
You have an option of being in a small van or
big van which is good, I think
5-6 people is more than enough without getting
complicated.

COMMUTER
29
PARKING CASH OUT

This had appeal to those who work at a site where
parking is a problem and alternate means of
travel is acceptable.
The tax-free amount of 100 each month in
addition to salary is a strong incentive.
However, the amount could vary depending upon
frequency of participation.
Joining a carpool and giving up all but one space
is limiting since if you decided to drive, your
space would not be available (or so people
thought).
It gives you the most reimbursement for what
yours costs would be. It
gave the biggest payback.
You are getting money for whatever method you
choose, it shows the most
amount of compromise.
Its the most flexible, I have the option to
keep the spot so nothing changes
at no charge. I have a choice.

COMMUTER
30

I like the Tax Free Payment, its good on one
side you have money but the
on the other your freedom is being taken away.
This would give people monitored incentive to
work closer to home and
walk, carpool, or find alternate transportation.

COMMUTER
31
TRAIN/BUS/SUBWAY

Most people who have had experiences with trains,
buses, or subways prefer to drive because they
have experienced uncomfortable situations such as
overcrowding, unclean surfaces, and scheduling
issues. And, for those who have not used the
train, bus, or subway, their perceptions are the
same.
However, having an incentive to become familiar
with using the train, bus, or subway as an option
is appealing.
This would go a long way to hopefully changing
negative images.
The offer of six free round trip tickets is not a
sufficient incentive. We suggest offering a 10
round trip weekday pass along with a MetroCard of
stored value which can be used 20 times
(roundtrips).
If I have the option to either drive a few days
or take the train and get an
incentive to try it, I would do it as long as
there was a shuttle available to get me
to and from my office.

COMMUTER
32

This option gives me the most flexibility, but I
do know the trains in my area are
overcrowded and it is impossible to find a
parking space at the station.
I like the idea of taking a shuttle to the
train/bus not worrying about parking. The
assistance of free trips and tickets is an
incentive to try it but the trains would
have to run on a better schedule.
If a printed itinerary and free trials were
issued people would try it. I feel that the
bus or train is a better method of getting to
work and it would be cheaper. There
would be less stress and wear and tear on your
car.

COMMUTER
33
CARPOOLING

Carpooling is generally accepted.
Best suited for 9 -5 same shift and single
worksite employees. Drivers will accept members
from nearby companies.
People like that assistance in organizing and
maintaining the program will be provided by an
experienced local non-profit and DOT.
Having an Internet site where employees can get
information on other commuters in their area is a
benefit.
Issues
Depending too much on others. This is partially
solved by the Guaranteed Ride Home Program.
Twice a week to qualify is good (not overly
restrictive), GRHP service 4 times a year is to
infrequent. Once a week is suggested.

COMMUTER
34

This can be tied to a scale of how often use car
pool.
Rules and guidelines need to be established by
Advisory Company.
Where meet pick up at home or at Park and Ride
equally preferred.
No tangible incentive included fuel card
should be considered.
Comfort, size of car an issue as is driving
ability of the driver. Daily or weekly rotation
with a backup driver and a car size minimum
should be established (according to number of
riders).
I like the idea of carpooling because there is
only a few people involved, the less people, the
less you have to worry about dependability of
others.
Carpooling gives me a little more flexibility
than the other options since you can deal
directly with others, I would do this a few times
a week.

COMMUTER
35

I think this would make my commute more
pleasurable and economical as long as some
flexibility was built in to the program.
Carpooling gives me a little more flexibility
than the other options since you can deal
directly with others, I would do this a few times
a week.
If there were an incentive, I would take the
imitative myself and would look for assistance
in finding a match, I would rather share the
drive and expenses with someone than do it
alone, I would save money.
It would take the burden off, there is less
stress and you can relax. I am little leery
about the dependability of other members in the
carpool, what if someone drops out?
I like the idea of reducing the expense of
your car getting to and from work, it would save
wear and tear on the car, your mileage, the only
problem is I lose my freedom.

COMMUTER
36
CARPOOL TO TRAIN STATION

Carpool to train station was not chosen as a
first choice by anyone.
Not appealing. No real incentive to take the
train. While parking is a problem, people would
also like a financial incentive such as
discounted rides.
However, the option of having a free shuttle
(train- work-train) was praised by those who work
in suburban areas. The frequency of the shuttle
should tie into peak travel times.
Having the shuttle option would eliminate my
problem of how to get to work
once I get off the train, however, I do know that
I could rely on someone to
get me to the train station on time, I would like
to rely on myself.
It is an appealing idea, however, I would have
to have a guaranteed spot on
the train station, which because of overcrowding
and I cant see it
working.

COMMUTER
37

I dont want to be tied to anyone elses
schedule, what if I have to take an
earlier train than the person who is driving me,
I dont see how this would
work.
This would allow me to travel by guaranteed
means of transportation but
what happens if I dont go in one day, how would
the other person get to the
train?

COMMUTER
38
CONCEPT PROGRAMSEMPLOYER 1st Choice Ratings
39
EMPLOYERS SPECIFIC PROGRAMS COMMUTER CHOICE
TAX BENEFIT

The Commuter Choice Tax Benefit was chosen by
employers primarily because it offered a benefit
for both the employer and the employee.
The employer felt this program to be a strong
benefit for employees and liked the idea that
there would be no out of pocket costs to them.
Here also, as with the employees, it is felt that
those in lower tax brackets, would recognize the
benefit as marginal while those at upper income
levels would feel the amount was too low.
Many had questions on what their role in putting
together this program would be
Employers need to get a clear understanding of
exactly what would be entailed in organizing the
program and how it will be maintained.
They do not want to take on any extra work.

EMPLOYER
40

Its a great benefit to offer in conjunction
with something else, but it seems like there is
a lot of administration work involved.
I dont know that it achieves the goal, its a
great benefit but what exactly is it
accomplishing except adding more work for me.
It sounds a little nightmarish to administer,
who keeps track of what the
employee is doing?
I thought the cost savings here is immediate,
long term as well. It reduces the stress, as
far as Im concerned 300 a month pretaxed is a
lot of money.
The employees would benefit from this and it
would save them money. I think it would get my
employees to me easier and there is a tax benefit
for me and them.
Its excellent, it benefits the employer and
the employee and address many
problems that we have, its flexible.

EMPLOYER
41

This would benefit all of my employees now,
they all take public
transportation and if they could save money on
their commute, they would
do it.
I feel that the tax benefit is the highest
incentive and it gives my employees options.
Benefits are on both sides and its regulated
by the IRS, administratively it can be dealt
with by payroll.
It is the one option that can benefit both the
employer and the employee. In my company
however, my employees cannot afford to put money
aside, they live paycheck to paycheck.
The tax benefit would entice more employees to
switch to mass transit. If it were available, I
would be interested fro this as a benefit to my
employees.

EMPLOYER
42
VANPOOLING

For those companies located in regions that are
not easily accessible to public transportation
vanpooling was favored.
They felt that having 6-8 employees in a van
would ensure that they would arrive on time.
Employees would arrive relaxed and would in turn
be more productive.
Employers also felt that a vanpool would be more
appealing to employees because they wouldnt be
restricted to just driving with strangers that
they didnt know.
This program would be appealing for those
commuting longer distances from suburban areas.
Lower wage employees and minority (alien) workers
living in Urban areas with restricted income
would benefit. Employee retention would improve.

EMPLOYER
43

In my business this one would work well with our
employees. Its flexible,
saves on wear and tear, tolls and gas. I would
definitely like to find out
more to help/benefit my employees.
Considering the geography and lack of public
transportation this seems like
the most applicable.
It could be flexible and accommodate those
employees who live in rural
areas that dont have access to public
transportation.
I have a big company with a lot of employees
that do not own cars. Now I
get more in the vans, get to work on time and
have a different atmosphere, I
dont mind them being friendly, they are more
relaxed and I can get rid of
my flex hours.
I like the no dependency on public
transportation I like the state subsidy

EMPLOYER
44

Its a very good option for someone who doesnt
drive, it might help us get
Different employees that wouldnt normally get to
where we are. It would
access other people
For New York City, there are a lot of people who
are up in Orange County
who would definitely be interested in this. If
there was a place they could
meet and get a van it would be more feasible for
them.
If a training program were built into the plan I
think it would be more
appealing. There would need to be a backup
driver.
You need to have the commitment there, if you
are a large corporation it
works if people are living in central communities
such as Townhouse
communities, large scale buildings.

EMPLOYER
45
REMUNERATION

Here again, remuneration generated positive
feedback mainly because it offered different
options and commuting alternatives. Employees
would not feel forced to chose one mode.
Employers feel that employees need an incentive
to make a change. Here, different incentives
were offered.
Each alternative given gives the employee a
positive message to encourage them to carpool or
take public transportation. It provides options.
I like the perks and the incentives, each
alternative has a positive message to encourage
them to carpool or take public transportation.
It gives the individual an option.
Its flexible, which is more important than the
options. You are not restricted by mode of
transportation, you are not restricted by times
nor tied in to a fixed schedule. Its attractive
to the employer and the employee, its expensive
to go to work, we reimburse them for travel to
clients, this incentive helps us save money.

EMPLOYER
46

I am a little bit skeptical but its a nice
concept, if it works you are sending an
absolutely wonderful message to your employees,
this is what we will do for you.
How is it administering it? It may create some
chaos, certain employees would get free
transportation an others will have to pay?
I believe it is a very productive way to tackle
the problem, to be given some financial
remuneration is a strong benefit.
The choice is there for your employees and it
is their choice, they choose whatever mode they
want, its the most flexible.
Being creative with money always works, money
talks. One of the questions I have is who
monitors it? Are they really taking another
mode?
A lot of options, I see it as a benefit to
employees. It gives you a benefit, youre
getting your employer to share the cost of the
commute, its flexible, you can take any mode of
transportation. I like the idea of increased
productivity, its healthier.
It gives more options to employees and they can
pick which way they want to do this. Me as the
employer, I like the employees having more
options than my employees have less excuses.

EMPLOYER
47
TELECOMMUTE

Some employers felt telecommuting was a good
alternative.
However, there are many issues that arose
There is an element of trust in employee
performance. If there is a way that an
employees work progress could be tracked
throughout the day than employers would have a
more positive attitude for the program.
It is also felt that this benefit should only be
applicable to senior level employees.
Security issues come up, how can you be sure it
is safe to have an
employee tap into a secure network? How would
you be able to monitor
what they are doing all day?
I dont know that I would trust that they would
do their job, some of my
employees cant be trusted as it is, I would
think this would only be
applicable to someone in an administrative
position.

EMPLOYER
48
CARPOOLING

While carpooling was thought to be an acceptable
alternative mode of transportation, there were
mixed reactions.
There is no flexibility in carpooling, employees
would have to rely on someone else to get them to
work on time, they do not feel this would appeal
to their employees.
However, they do feel if that carpooling may work
for lower level 9-5 employees such as clerical
staff, shift workers, hospital staff, etc.
Most importantly, they dont want their employees
to become friends leading into confidentiality
conflicts between departments.
For us, carpooling would be most applicable,
the downfall is that they would
often be the victim of other person not
showing up, so dependability is a big
issue.

EMPLOYER
49

Carpooling does work sometimes, one of my
concerns is that if it is not structured
properly, people will drop out. If there were an
incentive attached to the program it may work
better.
I do not want my employees to become friends,
this creates all kinds of problems. Instead of
one person being late, it will become two and so
forth and so on.
Carpooling is more feasible for us because of
our location, the problem is our hours have a
pretty big range, so it wouldnt work for us, it
would probably work for a company that has shift
workers, like a hospital.
The ride matching is a great benefit, it takes
the stress out of them having to do the work to
find someone to carpool with, the biggest problem
with carpooling is you lose your flexibility,
what if you have to leave?

EMPLOYER
50
TRAIN/BUS/SUBWAY

Employers felt that as long as their company was
located near a train station, this would be the
most reliable way for their employees to get to
work.
Employers share their employees opinion about bus
service. They feel there is inadequate
scheduling and an absence of buses in the outer
suburban areas. In addition, unless there are
special bus lanes, they believe that taking the
bus would take them just as long if not longer to
get to work.
I liked the train option because it had the
shuttle and an itinerary. It would be
important to know whether the shuttle runs
continuously or not.
We have a number of people who come up from the
city, some take the train,
some take a bus, we dont have a problem with the
train, but taking the bus takes
them so much longer to get in. They should have
a real express bus with
express bus lanes all the way up.

EMPLOYER
51

In the case of our employees, it would work in
larger cities near a major train
station, we are a couple of miles from the
Brewster Train Station and Croton
Falls, the employees do not live on the train
line. Its not practical.
The work schedules are too different, not
everyone works on the same
schedule. I think to give them a break,
subsidized parking at the station would
be a good incentive.
What I like is that if you reduce the
communication costs, and makes the
employee happier, I like the guaranteed ride
home.
It encourages people to give it a shot and leave
the car home, the only problem
is not being able to find a parking space. Its
a good thought but not enough for a
permanent commitment.
I like the fact that they are helping them with
the trip itinerary and the fare. If you
have a schedule you feel more secure and getting
the free roundtrip tickets

EMPLOYER
52
TRAIN TO WORK SHUTTLE

Employers liked the idea of their employees
having a way to get to work if they took the
train. Many questioned who would provide the
shuttle service.
Have a shuttle to and from the train station
would save a lot of the stress of
finding a way to work once you arrived at the
station. Who would sponsor this?
I think if employees had this option
available, the majority of them would take the
train in, most say they would prefer not to drive
but do so because there is no direct route to
our office.

EMPLOYER
53
EMPLOYER GRANTS

Receiving a substantial grant of 10,000 or more
is appealing and more than likely will cause
employers to seek information about or initiate
programs.
However, the 10 match may be an issue if
short-term benefits to the Company are not
demonstrated.
Program knowledge and assistance in
implementation is wanted. Money alone is not
enough.
Whats not to like? They give us a grant,
its not costing us anything, why wouldnt we
like to implement the programs?
I thought it was pretty good, I dont think
the match is an issue, it would depend on what
the added benefits are. Youre employees will
get to work on time, in turn they will be more
productive.

EMPLOYER
54

It would be a benefit to a company to expand
their market, the grant can be
used for any option, I think its a great
idea.
If I can defray some of the costs involved,
how could you go wrong. There are all kinds of
incentives, it helps both the employers and the
employees, its organized.

EMPLOYER
55
EMPLOYER RECOGNITION

Employers reactions were mixed to the Employer
Recognition Program.
Those with smaller companies were more positive
and didnt feel that this would be hard to
achieve.
Larger companies were less interested and didnt
care whether or not they received recognition.
Any conclusive judgment was not possible without
more extensive testing.

EMPLOYER

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