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Booz AllenHamiltonBooz AllenHamilton

PMOLinkPMOLink

CongratulationsPeoples Health Employees!

Peoples Health was once again awarded the Senior Choice Gold Award® by the independent research agency

HealthMetrix Research, Inc.

HealthMetrix used Medicare data to compare estimated out-of-pocket costs among Medicare Advantage

plans. They searched for maximum value, and found Choices 65 (HMO) from Peoples Health to be the only

plan in the New Orleans area to qualify for this national recognition.

The Senior Choice Gold Award® is based on independent comparisons of the approved 2010 MAPD benefi ts offered in the New

Orleans area. For comparison details, visit www.MedicareNewsWatch.com. Medicare has neither reviewed, nor endorses, this

information. This is an advertisement. Additional information should be requested before making a decision about your coverage.

To join, you must be eligible to for Medicare Part A, continue to pay your Medicare Part B premium and live in the plan service area.

Peoples Health is a Medicare Advantage organization with a Medicare contract. H1961_C65_SCGAPACB_1109

For more information about Peoples Health, call today toll free...

1-800-947-200824 hours a day, seven days a week.

TTY/TDD users call 1-888-631-9979 www.peopleshealth.com

December 14, 2009 3

Publisher: D. Mark SingletaryAssociate Publisher: Lisa BlossmanManaging Editor: Greg LaRoseNews Editor: Christian MoisesAssociate Editor: Autumn C. GiustiArt Director: Alex BorgesPhotography: Frank Aymami, Shannon Diecidue, Tracie Morris SchaeferAccount Executives: Liz Baldini, Jeanne Farrell-Bindewald, Monique Brignac,Cassie Foreman, Dani Mattek, Coco Judd, Jaclyn Raymond Production Manager: Julie Bernard

Published byNew Orleans Publishing Group111 Veterans Blvd, Ste. 1440Metairie, LA 70005

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c o n t e n t sIntroduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Past honorees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

LARGE COMPANIESBooz Allen Hamilton . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6North Oaks Health System . . . . . . . . . . . . . . . . . . . . . . . . . . .8ReadSoft . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9Adams and Reese . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10Baker, Donelson, Bearman, Caldwell & Berkowitz . . . . . . . .11Cox Communications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12Durr Heavy Construction . . . . . . . . . . . . . . . . . . . . . . . . . . .13 East Jefferson General Hospital . . . . . . . . . . . . . . . . . . . . . .14 Eagan Insurance Agency . . . . . . . . . . . . . . . . . . . . . . . . . . .16First NBC Bank/Dryades Savings Bank . . . . . . . . . . . . . . . .18 Geocent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20Gilsbar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22Hilton New Orleans Riverside . . . . . . . . . . . . . . . . . . . . . . .25 Irwin Fritchie Urquhart & Moore . . . . . . . . . . . . . . . . . . . . .26LaPorte Sehrt Romig Hand . . . . . . . . . . . . . . . . . . . . . . . . .27Louisiana Medical Mutual Insurance Co. . . . . . . . . . . . . . . .28The New Orleans Hornets . . . . . . . . . . . . . . . . . . . . . . . . . .29Pan American Life Insurance Group . . . . . . . . . . . . . . . . . .30Peoples Health . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31Peter A. Mayer Advertising Inc. . . . . . . . . . . . . . . . . . . . . . .32Phelps Dunbar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33Postlethwaite & Netterville . . . . . . . . . . . . . . . . . . . . . . . . .34 Quest Diagnostics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36Randa Accessories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37Sizeler Thompson Brown Architects . . . . . . . . . . . . . . . . . .39Slidell Memorial Hospital . . . . . . . . . . . . . . . . . . . . . . . . . . .41

Strategic Employee Benefit Services of Louisiana . . . . . . . .43St. Tammany Parish Hospital . . . . . . . . . . . . . . . . . . . . . . . .44Superior Energy Services . . . . . . . . . . . . . . . . . . . . . . . . . .45Taste Buds Management . . . . . . . . . . . . . . . . . . . . . . . . . . .46Touro Infirmary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .47Tulane University . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .48University of Phoenix, Louisiana Campus . . . . . . . . . . . . . .49Walton Construction Co. . . . . . . . . . . . . . . . . . . . . . . . . . . .50West Jefferson Medical Center . . . . . . . . . . . . . . . . . . . . . .51

SMALL COMPANIESPMOLink . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .52Heller Draper Hayden Patrick & Horn . . . . . . . . . . . . . . . . .54Perez . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .55Deveney Communication . . . . . . . . . . . . . . . . . . . . . . . . . . .56Fleur de Lis Financial/MassMutual . . . . . . . . . . . . . . . . . . . .58 Gauthier, Houghtaling & Williams . . . . . . . . . . . . . . . . . . . .59Hal Collums Construction/Central City Millworks . . . . . . . .60Hartwig Moss Insurance Agency . . . . . . . . . . . . . . . . . . . . .61Huseman & Associates . . . . . . . . . . . . . . . . . . . . . . . . . . . .62Loubat Equipment Co. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .63PPOplus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .64The Receivables Exchange . . . . . . . . . . . . . . . . . . . . . . . . . .65Shell New Orleans Federal Credit Union . . . . . . . . . . . . . . .66United States Risk Management . . . . . . . . . . . . . . . . . . . . .67Zehnder Communications . . . . . . . . . . . . . . . . . . . . . . . . . .68

LISTSSmall companies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69Large companies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 70

On the cover: (Top) Dave Regan of Booz Allen Hamilton juggleswhile Patrick O’Conner, far left, Leslie Doody and Cal Jumperwatch. (Bottom) The staff of PMOLink; seated, from left: ToniaGriffin, Geoff Hingle and Blake Powell. Standing, from left:Georgine Berthelot, Peter Burk, Courtney Rive, Ken Buck, LeePearson and Tim Butler. (Photos by Frank Aymami)

Attorney Advertising. No representation is made that the quality of the legal services to be

performed is greater than the quality of the legal services performed by other lawyers. Advertisement

contains stock photography. Contacts: Charles P. Adams, Jr. and Ralph H. Wall, 504.581.3234

One Shell Square • 701 Poydras Street, Suite 4500New Orleans, LA 70139 • 504.581.3234

Baton Rouge · Birmingham · Houston · Jackson · MemphisMobile · Nashville · New Orleans · Washington DC

Out in front.

www.adamsandreese.com

We’re one of the “Best Places to Work” because our employees are the best.

“Being named among the “Best Places to Work” is due to you, our employees... your accomplishments, your contributions, your support and your spirit.

This honor is a direct reflection of each and every one of you.Congratulations and many thanks to all of our employees.”

Charles P. Adams, Jr., Managing Partner

4 2009 Best Places to Work

© 2009 University of Phoenix, Inc. All rights reserved.

I THOUGHT I’D HAVE TO DO THIS ALL ON MY OWN.I’m proud to be the first person in my family to pursue higher education. However, I didn’t do italone. I had an immense amount of support from the university—my Graduation TeamSM helped mestay on track, my instructors were always available, and there were countless resources availableon campus. I’m proud of earning my degree in business management and I’m grateful to those whohelped me make it happen.

I AM A PHOENIX

BATON ROUGE LAFAYETTE METAIRIE SHREVEPORT-BOSSIER800.460.1873 phoenix.edu/louisiana

December 14, 2009 5

Past honorees

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2008 HONOREESLarge businesses1. Harrah’s New Orleans Casino & Hotel2. North Oaks Health System3. West Jefferson Medical CenterAdams and ReeseBooz Allen HamiltonBroadpointCoventry Health Care of LouisianaCox New OrleansDeutsch, Kerrigan & StilesDiamond Data SystemsDickie Brennan & Co.Durr Heavy ConstructionEagan Insurance AgencyEast Jefferson General HospitalGilsbarGregory C. Rigamer & AssociatesHilton New Orleans RiversideJones WalkerLouisiana Medical Mutual Insurance Co.LaPorte Sehrt Romig HandMcGlinchey StaffordOchsner Health SystemOmni Royal Orleans HotelPeoples HealthPhelps DunbarPlanet Beach FranchisingPool Corp.The Ralph Brennan Restaurant GroupReadSoftSlidell Memorial Hospital & Medical CenterSt. Tammany Parish HospitalSuperior Energy ServicesTouro InfirmaryTulane UniversityWalton Construction Co.

Small businesses1. PMOLink2. Wolfe Law Group3. Chopin, Wagar, Richard & KutcherCreative Engineering GroupDeveney CommunicationGauthier, Houghtaling & WilliamsHartwig Moss Insurance AgencyHeller Draper Hayden Patrick & HornI-AssureLoubat Equipment Co.Louisiana Restaurant Association

Morgan + CompanyRimkus Consulting GroupSchafer GroupZehnder Communications

2007 HONOREESLarge businesses1. Deutsch, Kerrigan & Stiles2. ReadSoft3. Phelps Dunbar4. Diamond Data Systems5. Frilot6. Superior Energy Services7. Booz Allen Hamilton8. Adams and Reese9. Planet Beach Franchising10. St. Tammany Parish Hospital11. DonahueFavret Contractors12. Coventry Health Care of Louisiana13. Louisiana Medical Mutual Insurance Co.14. Broadpoint15. LaPorte Sehrt Romig Hand16. Postlethwaite & Netterville17. Ochsner Health System18. East Jefferson General Hospital19. West Jefferson Medical Center20. Peoples Health21. Touro Infirmary22. Walton Construction Co.23. Tulane Medical Center24. Hilton New Orleans Riverside25. Durr Heavy Construction26. John Ehret High School27. Benjamin Franklin High School28. Strategic Employee Benefit Services

of Louisiana29. Dickie Brennan & Co.30. Ralph Brennan Restaurant Group31. Harrah’s New Orleans Casino & Hotel32. McGlinchey Stafford33. Louisiana Public Health Institute34. Toyota of New Orleans35. Stewart Enterprises

Small businesses1. Ellsworth Corp.2. I-Assure3. PMOLink4. Louisiana Restaurant Association

5. Trumpet6. Morgan + Company7. Southern United States Trade Association8. Deveney Communication9. Zehnder Communications10. Riverwalk Marketplace11. Signature Destination Management12. Hartwig Moss Insurance Agency13. Johnson Johnson Barrios & Yacoubian14. Design the Planet15. Advanced Imaging Solutions

2006 HONOREESLarge businesses1. Ochsner Health System 2. Adams and Reese3. West Jefferson Medical Center4. Gilsbar5. Omni Bank6. East Jefferson General Hospital7. St. Tammany Parish Hospital 8. Deutsch Kerrigan & Stiles 9. Touro Infirmary 10. Harrah’s Casino and Hotel11. Booz Allen Hamilton 12. Phelps Dunbar 13. PetroCom 14. Ralph Brennan Restaurant Group 15. Peoples Health 16. Dickie Brennan and Company 17. Diamond Data Systems18. Stone Pigman Walther Wittmann19. Frilot Partridge 20. Cox Communications21. Hilton New Orleans Riverside 22. Peter A. Mayer Advertising 23. Superior Energy Services 24. Durr Heavy Construction 25 (tie). Vinson Guard Services25 (tie). First NBC

Small businesses1. PMOLink2. Zehnder Communications3. Ellsworth Corp. 4. Belladonna Day Spa 5. Trumpet Advertising 6. Chopin, Wagar, Richard & Kutcher 7. River Marine Management

8. Keating Magee 9. Deveney Communication10. Robert Berning Productions 11. Free Gulliver 12. International House Hotel13. Loubat Equipment 14. Industrial Products Ltd. 15. Aesthetic Surgical Associates

2005 HONOREES1. Ochsner Clinic Foundation2. Adams and Reese3. Kenner Regional Medical Center4. West Jefferson Medical Center5. Zehnder Communications6. East Jefferson General Hospital7. Albert-Garaudy and Associates8. Ralph Brennan Restaurant Group9. Omni Bank10. Deveney Communication11. Deutsch, Kerrigan and Stiles12. Hibernia National Bank13. FARA14. Apogen Technologies15. St. Tammany Parish Hospital16. Keating Magee17. McGlinchey Stafford18. River Marine Management19. Landscape Images20. Free Gulliver

2004 HONOREES1. Kenner Regional Medical Center2. Adams and Reese3. PMOLink 4. Zehnder Communications5. Landscape Images6. Salco Management 7. West Jefferson Medical Center8. Harrah’s Casino New Orleans9. Banner Chevrolet10. PetroCom 11. Gilsbar12. Peter A. Mayer Advertising13. McGlinchey Stafford14. Ralph Brennan Restaurant Group15. Cannon Cochran Management Services16. Free Gulliver

17. Stone Pigman Walther Wittmann18. Edward Jones Investments19. Correro Fishman Haygood Phelps

Walmsley and Casteix20. Banner Ford

2003 HONOREES1. Zehnder Communications2. Ochsner Clinic Foundation3. Kenner Regional Medical Center4. Newtown and Associates5. West Jefferson Medical Center6. Diamond Data Systems7. Peter A. Mayer Advertising8. Harrah’s Casino New Orleans9. Gilsbar10. Correro Fishman Haygood Phelps

Walmsley and Casteix11. The Montalbano Group12. Salco Management 13. PetroCom14. PMOLink15. Ralph Brennan Restaurant Group16. McGlinchey Stafford17. Franco’s Athletic Club18. American Nursing Services Inc.19. Ruth’s Chris Steak House20. New Orleans Metropolitan

Convention and Visitors Bureau21. Vinson Guard Service22. Lambeth House Continuing Care

Retirement Community23. Harvey Press24. Omni Bank25. Hibernia National Bank26. Natives Landscape Corp.27. Stone Pigman Walther Wittmann28. Banner Chevrolet 29. Entergy Corp.30. Mr. B’s Bistro31. Eustis Engineering Co.32. Where Y’at Magazine33. Professional Construction Services34. The Rose Garden35. Our Lady of Holy Cross College36. Pel Hughes Printing37. Gage Telephone Systems of New Orleans

By Autumn C. Giusti Associate Editor

As the recession trudges on, employers arefinding it harder and harder just to make

payroll. So maintaining a healthy level ofemployee morale is no small task.

The 2009 Best Places to Work honorees con-tinue to meet that challenge.

There were still some honorees that contin-ued to wow their employees with fat salaries,free college tuition, dollar-for-dollar retirementplan matching and fully paid health care plans.

But simplicity also went a long way for thisyear’s Best Places to Work.

Some companies went out of their way toavoid layoffs even as their competitors thinnedtheir ranks. Others offered a few extra vacationdays in lieu of raises. And in New Orleans style,businesses built camaraderie by ordering foodfor staff members or watching Saints gamestogether.

For the past two years, CityBusiness haspartnered with the Human ResourcesManagement Association’s New Orleans chap-

ter to select the area’s top companies. To main-tain objectivity, HRMA members whose com-panies submitted nominations recused them-selves from the selection process.

HRMA also helped us fine-tune the scoringsystem used to help determine which compa-nies make the cut. The system is based on ben-efits including salary, health care, paid time offand employee programs, coupled with anemployee satisfaction survey.

We conducted our employee surveyentirely online this year, which allowed us togauge the morale of more workers from eachcompany.

We also sought out firms offering intangibleperks, such as team-building and morale-boosting programs, receptive managers andfun office activities. (Wii Bowling, anyone?)

The outcome was 35 large and 15 smallbusinesses.

Based on the U.S. Small BusinessAdministration’s definition, large businesseshave 50 or more employees. Companies that arepart of larger corporations but have fewer than50 New Orleans employees fall under the large

businesses category in Best Places to Work.Leading this year’s large companies are: 1.

Booz Allen Hamilton, 2. North Oaks HealthSystem and 3. ReadSoft. Leading the smallcompanies are: 1. PMOLink, 2. Heller Draperand 3. Perez.

Adding new faces to the mix, 13 newcomersjoined this year’s honorees: Pan American LifeInsurance Group, Quest Diagnostics, RandaAccessories, Taste Buds Management, The NewOrleans Hornets, University of Phoenix LouisianaCampus, Fleur de Lis Financial/MassMutual, HalCollums Construction/Central City Millworks,Perez, PPOplus, Shell New Orleans Federal CreditUnion, The Receivables Exchange, United StatesRisk Management.

Two companies, West Jefferson MedicalCenter and Zehnder Communications, havebeen on the Best Places list since the publica-tion’s inception in 2003.

Congratulations to the 2009 Best Places toWork honorees. Their commitment to employ-ees during tough times sends a strong messageto their staffs and the New Orleans businesscommunity.•

Best Places find simple ways to outsmart the economyINTRODUCTION:

Team work isn’t just for tackling work proj-ects.

So goes the theory at Booz Allen Hamilton’sNew Orleans office, said Ed Ferrell, who headsthe consulting firm’s local branch.

Take, for instance, the Fun TimesCommittee, which organizes dinners, holidayparties, picnics and other events. Or theWorkforce Leadership Council, which coordi-nates brown bag lunches, arranges profession-al development training and encourages thestaff to submit ideas for after-hours socializingand community service.

“The New Orleans office is very involvedwith the Ronald McDonald House, where on amonthly basis we bring and serve meals,”Ferrell said.

A higher standard of employee benefits is ahallmark of Booz Allen, which has been namedas one of the 100 Best Companies to Work Forby Fortune magazine and one of the 100 BestCompanies for Working Mothers by WorkingMother magazine.

For two decades, the firm has contributed anamount equal to 10 percent of each employee’stotal pay into a retirement plan, regardless ofwhat the employee puts in.

The company also offers $5,000 a year intuition assistance to employees continuingtheir education. In addition, employees whowant to become certified in a particular areacan receive a $2,500 allowance.

Ferrell, a senior associate who has been withBooz Allen for nine years, said the company’s

training and continuing education programsare among its most outstanding benefits.

“We have a great internal training programand access to classes online that allow you tostay abreast and develop new skill sets andexpertise beyond what you get from on-the-jobtraining,” Ferrell said.

Leslie Thompson, a senior consultant whoworks on Base Realignment and Closure proj-ects for the Marine Forces Reserve, said her

1

l a r g e c o m p a n i e s

F O U R - T I M E H O N O R E E

Booz Allen HamiltonNature of business: strategy and technology consultingWhere based: MetairieEmployees: 24Average starting salary: $70,000Median salary: $88,000Average employment time: four yearsBenefits: health care with 100 percent coverage, dental, visionand prescription plans, unmarried partner benefits, paid maternityand paternity leave, 401(k) with 10 percent contribution byemployer regardless of employee contribution, continuing educa-tion program, day care options, relocation assistance, telecom-muting, flexible hours, job sharing, employee recognition pro-gram, fitness programWait time for benefits: nonePaid days off: 21Web site: www.boozallen.com

From left: Booz Allen Hamilton employees Patrick O'Conner, Leslie Doody, Cal Jumper and Dave Regan take a bubble break at their Metairie office.

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position at Booz Allen offers both familiarityand an opportunity for change.

“I have been a military wife … so this is avery comfortable environment for me to be in,”said Thompson, who worked for a constructiongeneral contractor before joining Booz Allenless than a year ago. “I love the fact that it’sstructured, but I also get to meet a lot of newpeople and learn some interesting things.”

Thompson said she enjoys being able to tai-lor her workday to the Marine Corps’ schedule.

“I can work when they’re here,” she said.“It’s not a traditional 9-to-5 job.”

Cal Jumper, an associate who has been withBooz Allen for a little more than a year, saidtraining opportunities and dedication to creat-ing a good work-life balance were two majordraws for him.

“When you need to work, you work hard butget it done in a reasonable amount of time andtake care of other things like family,” Jumpersaid, describing the workplace attitude.

Jumper arrived at Booz Allen after retiringfrom active duty with the Marine Corps. Heworks in the area of aviation process improve-ment for the Marines, primarily for its Reservesdivision.

“An opportunity came up to continue work-ing with the Marine Corps on (Department ofDefense)-related issues, and it was a nice fit,”Jumper said.•

— Sonya Stinson

Above: Bruce France, left, and Leslie Doody reign over the Booz Allen office whileemployees are out in the field. A large number of employees take advantage offlexible work arrangements and telecommuting.

Left: Patrick O’Conner, left, and Leslie Doody share their coffee with a remnantof Carnivals past. The company’s Fun Times Committee organizes dinners, holidayparties, picnics and other events throughout the year.

December 14, 2009 7

It’s not surprising that many North OaksHealth System employees would tout the level

of care the Hammond medical center providesits patients. But Freddy Anthony has manyframes of reference to support his opinion.

Anthony began working at North Oaks in1991 as a radiology transporter but left forthree years for a position that allowed him totour hospitals throughout the country. He hassince returned to Hammond as a diagnosticscoordinator.

“Obviously, you see where I am today,”Anthony said. “I came right back to NorthOaks. I honestly don’t think anybody does it aswell as North Oaks does it, and by ‘it,’ I meanhealth care.”

That’s a sentiment echoed by Debora Jones,a diabetes education coordinator who hasworked for North Oaks for nearly three years.

“I’ve met so many caring people and peoplewho do want to make a difference for theirclients, for the patients,” she said. “And that’sbeen important to me.”

Jones is tasked with training patients onhow to live with and prevent complicationsfrom diabetes.

“I love what I do,” Jones said. “When youhave enthusiasm for a job, I think that transferson to your clients, on to the patients, and theysee that you really care about them. I think

that’s what makes the difference. Then theywant to take those steps to hopefully makesome changes in their lives.”

North Oaks offers an extensive benefitspackage and thousands of dollars in incentivesfor employees who refer applicants for full-timepositions. But employees say one of the bestbenefits is North Oaks’ generous bank of paiddays off — up to 46 a year.

Other perks include tuition assistance andan onsite gym. Judy Brewer, an executiveassistant, said one of her favorite benefits isNorth Oaks’ day care center.

“I have an 18-month-old grandson, and I getthe benefit of putting him in our day care facil-ity,” said Brewer. “He loves going there. He

enjoys playing with all the other kids, and Ithink it’s very exceptional that they allow thegrandparents to bring their grandchildrenthere.”

Anthony applauded the steps taken to rec-ognize employees. North Oaks has severalways of honoring workers. Supervisors or co-workers can initiate that recognition.

“I think at the core of all of us; we just wantto be recognized,” Anthony said. “Everybodywants to be recognized for a job well done. AndI think at North Oaks, they do that. You’re rec-ognized not only for a job well done, but there’sa tremendous opportunity for advancementwithin the North Oaks family.”•

— Ryan Chatelain

Registered nurse Darlene Blades works with patient Rita Kropog in the cardiac rehabilitation unit of North Oaks Health System.

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North Oaks Health System

Nature of business: health care/hospital organizationWhere based: HammondEmployees: 2,115Average starting salary: $55,390Median salary: $50,773Average employment time: six yearsBenefits: health care with 72 percent coverage, dental, visionand prescription plans, retirement plan with up to 6 percentmatch, paid maternity and paternity leave, continuing education,day care options, telecommuting, flexible hours, job sharing,employee recognition program, fitness program, subsidized mealsWait time for benefits: nonePaid days off: 46Web site: www.northoaks.org

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ReadSoft employees aren’t shy about gettingahead of the boss.

At least that’s the case in their companyexercise contest.

“The competition this year is ‘Leave BobBehind in 2009,’ with me being Bob,” saidPresident Bob Fresneda.

If employees work out more than Fresnedain a three-month period, they receive a $150American Express gift card, plus $50 towardthe company’s gym equipment fund.

The office’s spirit of competitivenessextends from keeping fit to winning Fortune500 customers, Fresneda said.

“We’re a technology company, so we moveat a very high pace,” he said.

Workplace wellness is serious business atReadSoft. The company pays 100 percent ofemployees’ health care expenses, meaningworkers pay nothing out of pocket.

“I want them to go get wellness checkups,”Fresneda said. “I want them to be in the bestpossible shape. … The worst thing that canhappen is to lose a valuable employee becausethey’re sick.”

Sheila Heintz, an accountant who joinedReadSoft in 2005 shortly after Hurricane

Katrina, recalls that during a personal healthcrisis, her managers and co-workers showedtheir caring side. When Heintz was confined toseven months of bed rest during a recent preg-nancy, she was allowed to work from home. Co-workers set up a laptop and printer for her anddropped off files from the office.

“Having that as a distraction from just sittingwas wonderful, but having everybody help wasamazing,” Heintz says.

Support engineer Jay St. Pierre said allemployees benefit from the company’s sensi-tivity to their individual needs.

“They give you the flexibility if somethingoccurs with your family or you need to work dif-ferent hours,” St. Pierre said.

St. Pierre, who does troubleshooting forimplementation of a German financial applica-tion system, said ReadSoft managers haveencouraged him to expand his skills.

“Not only am I allowed to do the supportwork that I do, but I also do cross training,working on some projects with our consultantsand developers,” St. Pierre said. “We are able totake any training classes that we need toenhance our skills.”

Heinz initially signed on as a temporary

worker when her former employer, Ruth’s ChrisSteak House, moved its New Orleans head-quarters to Orlando, Fla. Her position has sinceexpanded from assistant to the controller toproviding expertise in sales taxes, financialreporting and other areas.

Play time for ReadSoft employees includesactivities such as company-sponsoredkayaking trips, family holiday parties and anexcursion to the wine country in Napa Valleyfor those who attended a recent trade showin San Francisco.

Even the twice-a-year company strategymeetings leave room for fun.

“Last year we went camping, and that was ahoot,” Heintz said.•

— Sonya Stinson

Donning dwarf outfits for ReadSoft’s Halloween party, Mark Uranza, left, Bob Kay and Joe D’Amico play foosball while Dawn Barnett, dressed as Snow White, watches the game.3ReadSoft Nature of business: software developmentWhere based: MetairieEmployees: 520 worldwide, 42 in MetairieAverage starting salary: $70,000Median salary: $88,000Average employment time: five yearsBenefits: health care with 100 percent coverage, dental and pre-scription plans, paid maternity and paternity leave, 401(k) with 25percent match, continuing education, relocation assistance,telecommuting, flexible hours, employee recognition program, fit-ness programWait time for benefits: 30 daysPaid days off: 35Web site: www.readsoft.com

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December 14, 2009 9


Office small talk has taken on new relevancefor Linda Soileau.

When the human resources director startedat Adams and Reese in 2001, her son was diag-nosed with an eye disease. While having acasual conversation with her boss, Soileau toldhim she needed to buy her son a specialmachine. Not long after, right around the holi-days, Soileau’s boss called her into his officeand handed her a check for $1,000 to help withthe expenses.

The generous gesture eventually morphedinto a program Soileau now manages calledHugs for Us, which helps Adams and Reeseemployees with anything from money to pay fora surgery to assistance during a financial crisis.

With lives and lots of money at risk, the legalindustry is a high-stakes profession wherecompetition is stiff and winning can sometimescome at any cost. But Adams and Reese hasbuilt its business on making not only its clientshappy, but also its employees.

Paralegal and administrator Jean Stevenshas been with the company for 29 years andsaid the firm’s genuine concern for its staff isthe main reason she’s stayed at Adams andReese for so long. She said she was deeplymoved by how firm officials were understand-ing when she took time off to care for her sickfather in 1996 before he passed away.

“It still touches me. I got a note that said‘Don’t work, just take care of your father.’ I’llnever forget that. They’re just good people,”said Stevens.

Soileau said the firm offers excellent com-pensation and benefits packages for all of itsemployees, not just attorneys. Employeesreceive salary increases every July 1 and cancarry over up to 15 vacation days per year.

“The benefits are fabulous, and we believe inpeople having money in their paychecks everytwo weeks. Some companies have recentlystopped raises, but we haven’t done away withthem here,” said Soileau.

Employees are treated to occasional freelunches and take part in fundraisers, she said.And to help the staff keep up with increaseddowntown parking costs, the firm added a $100monthly parking allowance for all employees.

Kirk Gasperecz, partner in charge of the NewOrleans office, said the firm takes pride in giv-ing its employees a chance to thrive and suc-ceed.

“We just like to try to create the type of envi-ronment where people enjoy what they aredoing and are happy here,” he said. “It’s just theright thing to do.”•

— Craig Guillot

From left: Legal secretary Sarah Bock Waggenspack and receptionists Lisa Irizarry and Glenda Bartley respectively don a pink hat, wig and Snuggie for the Susan G. Komen Pink Day staff luncheon atAdams and Reese to raise money for breast cancer.

Adams and ReeseNature of business: law firmEmployees: 516 in entire firm, with 196 in New Orleans officeAverage starting salary: $43,000 for staff, $100,000 forattorneysMedian salary: $47,500 for staff, $175,000 for attorneysAverage amount of time employees stay with company:11 yearsBenefits: health care with 75 percent coverage, dental and pre-scription plans, unmarried partner benefits, paid maternity andpaternity leave, 401(k) with a 1 percent match and 7.5 percent forprofit sharing, flexible hours, employee recognition program, fit-ness programWait time for benefits: one monthPaid days off: 34Web site: www.adamsandreese.com

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December 14, 2009 11

In Gloria Mitchell’s first week on the job aslegal secretary at Baker, Donelson, Bearman,

Caldwell and Berkowitz, her father becamegravely ill and was hospitalized in Covington.

She frequently commuted back and forth tothe North Shore to be with her father. No onecomplained; instead, everyone in the officepitched in to do Mitchell’s work while she wasgone.

“We take care of our people in difficulttimes,” said Roy Cheatwood, managing share-holder of Baker Donelson’s Louisiana offices.

Cheatwood said the firm believes the relation-ships among the staff, lawyers and the adminis-tration are as important as their clients. So muchso that when interviewing potential hires, thefirm focuses more on how that person will fit intoBaker Donelson’s culture as opposed to howmuch money that person may bring in, he said.

To maintain open communication, employ-ees hold meetings called “The Daily Docket,” inwhich groups get together and talk about thatday’s office issues. And it’s not something the

higher-ups are exempt from, either.“I have every level in the office attending

these meetings,” said Anne Leche, office admin-istrator for Baker Donelson’s Louisiana offices.

The emphasis on communication extends toall 16 of Baker Donelson’s branches worldwide.Leche said the firm’s chief executive and chiefoperating officers visit the New Orleans officesfour times a year, walking the halls and talkingto employees at every level.

“I feel like I have their attention and theyvalue what I do — little old me from NewOrleans,” Leche said. “It’s about a mindset. Thelittle folks don’t feel like they’re out of the loop.”

One of the staff’s favorite perks is the freeparking. And to be mindful of the environment,the firm pays for public transportation for anyemployee who chooses not to drive to work.

Baker Donelson also stresses giving backto the community. The firm is active inHabitat for Humanity and fundraisers such asthe Susan G. Komen Race for the Cure.Employees donate money to participate in

casual Fridays or eat breakfast or lunch atoffice potlucks, with proceeds going to caus-es such as juvenile diabetes.

“As hard as they want you to work for theoffice, they work just as hard to give back to thecommunity,” Mitchell said.

The firm also sponsors outings for underpriv-ileged families to Audubon Zoo or Rock ’n’Bowl throughout the year and raises money tobuy Christmas presents.

Cheatwood said those efforts benefit theoffice as well.

“The more active people are in supportingand helping their community, the betteremployees they are,” Cheatwood said.•

— Fritz Esker

From left: Gloria Mitchell, Anne Leche and Lori Hunter of Baker, Donelson, Bearman, Caldwell and Berkowitz walk in the Susan G. Komen Race for the Cure. The firm takes part in the fundraiser every year.

Baker, Donelson, Bearman,Caldwell and Berkowitz

Nature of business: law firmWhere based: New OrleansEmployees: 80Average starting salary: $47,351 for staff and $107,400 forattorneysMedian salary: $51,938 for staff and $192,500 for attorneys Average employment time: three and a half yearsBenefits: health care with 90 percent coverage, dental, visionand prescription plans, unmarried partner benefits, paid maternityand paternity leave, 401(k) with 3 percent match, continuing edu-cation, telecommuting, flexible hours, job sharing, employeerecognition programWait time for benefits: the first of the month after 30 days ofemploymentPaid days off: 29Web site: www.bakerdonelson.com

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Network Engineer Tyrrie Knox and CoxCommunications had several years to try

each other on for size, but Knox says it didn’ttake him long to like the fit.

He joined the company full time in 2002 afterhaving been a student intern since 1996.

“I was able to see the atmosphere, how thepeople work together,” Knox said. “There are a lotof good people here, and it’s a really welcomingcompany. So they kind of won me over early on.”

Knox said he especially appreciates theemployee benefits package — and not justbecause of the free cable.

Cox gives employees discounts on big-tick-et items such as new cars and purchases atBest Buy, plus free Internet and discountedphone services.

Knox also touted the company’s celebra-tions, from costume-wearing days duringCarnival season to off-site fried turkey feasts.

Steve Sawyer, Cox’s vice president of publicaffairs, said the family-oriented atmosphereextends from senior management on down.

“That was never more evident than afterKatrina, when this company really stepped upfor our employees, put everything on the lineand said, ‘No matter what happens, you’ve gota job, and we’re going to help you throughthese times,’” he said.

Inside sales supervisor Michelle Sheffie isresponsible for developing and motivating ateam of 10 sales agents at Cox. She was hiredin 2000 as a universal account services repre-sentative, a customer service position. Sheeventually moved up the ranks to become aleader in the technical support division beforemaking yet another transition into sales.

She said she received a lot of mentoring onthe job, along with lessons in how to provide thattype of support for those she would supervise.

“I have been very privileged to have a lot ofgreat coaches surrounding me from day onehere in the organization,” she said.

Sheffie describes the culture at Cox as acombination of freedom and interdependence.

“They have allowed the employees to make

decisions,” she said. “I feel like I have a voice,(that) I’m a contributor in this environment.When I need guidance … there is always some-body there to help.”

Sawyer has been with the company for 19years and has more than 35 years of experiencein the cable industry. He said Cox is differentthan other places he’s worked, where top execu-tives often were isolated from other employees.

“You can walk into the senior vice presi-dent/general manager’s office and start a con-versation just as easily as you could walk intoanybody’s office,” Sawyer said. “It’s such anopen environment where everybody is treatedequally and fairly.”•

— Sonya Stinson

From left: Tyrrie Knox, Desiree Tavan and Michelle Sheffie demonstrate three services Cox Communications offers its customers — Internet, phone and cable.

Cox CommunicationsNature of business: telecommunicationsWhere based: MetairieEmployees: 655Average starting salary: $33,000Median salary: $50,000Average employment time: nine yearsBenefits: health care with 80 percent coverage, dental, visionand prescription plans, unmarried partner benefits, paid maternityleave, 401(k) with 6 percent match, continuing education, reloca-tion assistance, telecommuting, flexible hours, employee recogni-tion program, fitness programWait time for benefits: nonePaid days off: 31Web site: www.cox.com

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T H R E E - T I M E H O N O R E E


The world of contractors and builders is a com-petitive one. But the only competition at Durr

Heavy Construction is what takes place outsidethe office doors, employee Chip Donewar said.

“We don’t compete with ourselves at Durr,”said Donewar, who has been an estimator formore than three years. “When you get a job tobid, you may have a question about what youare doing. I can go down the hall to accountingand ask them what a piece of equipment mightbe valued at. Across the lobby are the projectmanagers, and I can ask them about similarjobs they have handled in the past.

“The idea is that every door around here isopen,” Donewar said. “We are all pulling togeth-er as a team.”

That atmosphere is anything but accidental,said Freddie Yoder, Durr president and chiefoperating officer.

“From the start, we have wanted to create anenvironment where everyone was not only

working well together but was also a part of theprocess where their input was valued and theywere not regarded as just an entity,” Yoder said.

To emphasize employees’ personal needs,the company has a fitness center and chapelinside Durr’s newly built headquarters.

“Other people in the business said we could-n’t do that,” Yoder said. “But we did becauseit’s all part of our culture.”

Outside the office, Durr plays an active rolein the community. Among its dozens of initia-tives in the past year, the company held a toydrive for the children of Lafitte after hurricanesGustav and Ike and generated 1,200 pounds offood for Second Harvest Food Bank.

Durr also offers flextime for its employees. “You don’t have to work the standard 8 to 5

if you don’t want to,” said Debbie Champagne,who works in Durr’s project managementdepartment. “You can maneuver around yourfamily life, and that really helps.”

“I have two children, so that goes over verywell with me. But beyond that, just knowingthat I can change my schedule if I have tomakes me feel that this is a company that caresabout me as an individual.”

Yoder said Durr’s flextime program is justone piece of a larger picture.

“We know that our employees have families,and we try to work with the needs that theyhave,” he said. “But the flextime is also a part ofletting our employees have a say in not onlyhow the business is run, but how the businessis run in conjunction with their own privatelives. And we think that’s important.”•

— Garry Boulard

Employees of Durr Heavy Construction try workout equipment in the company’s new on-site fitness center. Front row, from left, are: Controller Patricia Champagne, Senior Estimator Bill Johnson, ProjectManager Jonathan Brisbi and receptionist Swanika Johnson. Back row, on treadmills, are: President and Chief Operating Officer Freddy Yoder and Systems Administrator Fred Rivette.

Durr Heavy Construction Nature of business: general contractorWhere based: HarahanEmployees: 134Average starting salary: $57,500Median salary: $66,000Average employment time: 12 yearsBenefits: health care with 75 percent coverage, dental and pre-scription plans, 401(k) with 6 percent match, continuing educa-tion, relocation assistance, telecommuting, flexible hours,employee recognition program, fitness program, subsidized mealsWait time for benefits: 30 to 90 daysPaid days off: 17Web site: www.durrhc.com

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There’s always room for growth and a longcareer at East Jefferson General Hospital,

and no one knows better than Joey Grob, direc-tor of benefits.

Having been with the hospital for 23 years,she was originally hired as the assistant to thechief financial officer and has since workedthrough eight different titles.

“I’m just very proud to be a part of EastJefferson,” Grob said. “The atmosphere here isjust one of unity. Everyone takes pride in theirwork and has a common goal of quality patientcare.”

In an industry where turnover is high,employees say longevity at East Jefferson isachieved by competitive compensation, a fam-ily-style work environment and a reputation forexceeding patient expectations.

One of the largest employers in the NewOrleans area, East Jefferson offers a traditionalarray of benefits, including a fully paid lifeinsurance plan. But the hospital also offers

harder to find perks such as tuition reimburse-ment of up to $1,085 per semester, an onsitegym and a child-care subsidy to help employ-ees pay for day care while they are working.

East Jefferson has also established the VoiceCommittee structure as a way to implementshared governance of the health care facility.Comprised of representatives from throughoutthe hospital, six different committees meetonce a month and give employees a voice inhospital decisions and policies.

Health finder representative Tina Taylor,who has been with the hospital for about sixmonths, said she was originally attracted toEast Jefferson for its reputation. Previouslyworking in a corporate setting, Taylor said shewanted to find a warmer work environmentthat valued longevity.

“I feel like I can really plant roots here and bea positive factor in patient care,” Taylor said.“I’ve met many people that have been here 20,25 and even over 30 years.”

With more than 2,400 employees, positionsat East Jefferson run the gamut from cooksand clerks to nurses and surgeons. Usuallyworking independently with their own prac-tices, physicians often have a special set ofneeds. When Dr. Clayton Mazoue finished hisresidency in family medicine at the hospitallast year, he was offered a contract to start hisown clinic at the hospital. He said it was achallenging process to build a clinic from theground up, but East Jefferson worked withhim through every step.

“They’ve been very accommodating, andthey are willing to listen and talk,” Mazouesaid. “I really enjoy employers who areapproachable and who try to meet the needsof their employees.”•

— Craig Guillot

From left: Joannettia Price, Robin Casiano and Erika Avila prepare lemonade for their co-workers at East Jefferson General Hospital. Employees take the cart throughout the hospital to give out freelemonade from Raising Cane’s.

East Jefferson General Hospital

Nature of business: health careWhere based: MetairieEmployees: 2,418Average starting salary: $38,918Median salary: $46,093Average employment time: seven yearsBenefits: health care with 73 percent coverage, dental, visionand prescription plans, 403(b) with 2 percent match, continuingeducation program, day care options, relocation assistance, flexi-ble hours, job sharing, employee recognition program, fitnessprogram, subsidized mealsWait time for benefits: one monthPaid days off: 29Web site: www.ejgh.org

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F I V E - T I M E H O N O R E E


SITE PREPARATION DEMOLITION

UTILITIESPAVING

DISASTER RECOVERY

(Hard) Hats off to every member of our

team that makes Durr Heavy ConstructionDurr Heavy Construction

one of the “Best Places to Work.”

LET DURR TAKE CHARGE! 817 Hickory Ave. Harahan, LA 70123

504.737.320572030 Live Oak St. Covington, LA 70433

985.875.2164 www.durrhc.com

DURR is a “take charge” type of company.

We like that!

www.ejgh.org

THE FUTURE OF

IS HERE.WE BELIEVE in creating and fostering a culture of wellness. At East Jefferson General Hospital,

team members are encouraged to take part in our Wellness Rewards Program, which offers

free seminars, activities, and incentives designed to keep its members motivated to

lead a healthy lifestyle and develop good habits. We are committed to providing

our community and our team members, with the tools they need to be well.


Don’t be surprised if you find employees atEagan Insurance Agency playing Wii dur-

ing their down time — management is perfect-ly OK with it.

To add some fun to the daily grind, Eaganrecently put a large-screen television in thelunchroom and added a Nintendo console.

“We actually have Wii tournaments atlunch,” Senior Vice President Dotty Gettys said.“Everyone enjoys it, and it helps build a lot ofcamaraderie.”

Family-style businesses are noted for con-geniality and concern among employees, andEagan can sometimes take things one stepfurther.

When Executive Vice President ChrisTrapani started with the company 20 years ago,he was taken aback when Eagan offered him apersonal loan to buy an engagement ring for hisgirlfriend.

“I had only been here a couple of years andwas trying to buy an engagement ring, but itwas more than I had saved up,” Trapani said.“They offered to loan me the money. I knew then

and there they were making an investment inme and making a long-term commitment.”

Now marking its 50th year in business,Eagan has built itself up by maintaining atight-knit staff. The company goes beyondthe standard benefits package by offering afew other bonuses that are hard to find inother offices.

One of Eagan’s most popular benefits is itsFlex Fridays program, in which two rotatinggroups of the entire staff can take every otherFriday off. That adds up to almost a month ofextra paid time off throughout the year.

Eagan also offers flex hours for those whoneed it and works with parents who need totend to their children and after-school activities.

Insurance Associate Beth Carter-Drury char-acterizes Eagan’s culture as one of “balanceand harmony.” Having been in the industry for15 years, she started at Eagan a year ago andsaid she’s noticed a striking difference in hernew work atmosphere in terms of cooperationamong departments and few internal powerstruggles for sales and clients.

“It’s a real progressive work environment,”she said. “They’re very innovative, always opento new ideas and they always accept feedbackfrom employees.”

Despite being in a competitive sales-driv-en industry, Trapani said Eagan doesn’t treatits salespeople with the typical “sweatshop-style pressure” of making employees produceat any cost. The freedom the agency hasgiven him, along with solid training and aninvestment in his career, has allowed him toserve his clients better.

Gettys, who has been with the company for22 years, said Eagan’s competitive compensa-tion along with its family atmosphere helpskeep the average employee’s tenure at 10 yearsin a field noted for high turnover.•

— Craig Guillot

From left: Account executive Mercy Perez and Vice President Brian Cohen cheer while associates Jordan Eagan and Amy Boudreaux Roth take turns playing Wii Bowling in Eagan Insurance Agency’sdownstairs lunchroom.

Eagan Insurance AgencyNature of business: insuranceWhere based: MetairieEmployees: 65Average starting salary: $41,000 for staff, $125,000 forproducersMedian salary: $44,000 for staff, $159,000 for producersAverage employment time: 10 yearsBenefits: medical, dental, vision, prescription, 12 weeksunpaid maternity and paternity leave, 401(k), life insurance,long-term disabilityWait time for benefits: 30 daysPaid days off: up to 58Web site: www.eaganins.com

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Family owned and operated for

over 50 years

ComprehensiveBusinessCoverageCompletePersonalInsurance

Life & Health Employee Benefits

MetairieLaPlace

Times change. People change.

Weather patterns change. Neighborhoods change.

But, at Eagan, insurance is a promise that doesn’t change.

A LEADER IN THE INSURANCE INDUSTRY SINCE 1954

The Rules of Professional Conduct of the various states where our offices are located require the following language: THIS IS AN ADVERTISEMENT. Ben Adams is Chairman and CEO of Baker Donelson and is located in our Memphis office, 165 Madison Avenue, Suite 2000, Memphis, TN 38103. Phone 901.526.2000. No representation is made

that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers. FREE BACKGROUND INFORMATION AVAILABLE UPON REQUEST. © 2009 Baker, Donelson, Bearman, Caldwell & Berkowitz, PC

Photo by Howard Baker, senior member of the firm, and former chief of staff to the President, Senate majority leader and ambassador to Japan.

Baker Donelson is proud to have been named one of New Orleans’

Best Places toWork.


V icki Chiasson has considered leaving NewOrleans, but that would mean leaving the

employer she loves.A commercial banker, she worked in the

industry for 26 years before joining First NBCBank in January 2007 but said she has neverknown another bank so concerned withemployees’ health and happiness.

“‘They have banks on every corner,’”Chaisson said is her husband’s Rick’s responsewhen she tells him she can’t leave the city. “I’vesaid, ‘Rick, you don’t understand. They don’thave banks like this.’”

Chiasson said she was impressed by thecompassion the bank showed when she hadto take 15 days off last year because of a backinjury.

“Not once was I harassed and asked when Iwas coming back. I was getting phone callsfrom other departments who expressed gen-uine concern,” Chiasson said. “Never once didI lay there thinking, ‘I’ve got to get back towork, or I’m going to lose my job.’ They made

my recovery time a pleasure.” As a manager, Director of Retail Karan

Accardo said she appreciates the bank’semployee assistance program, which offersoff-site confidential counseling for workersand their families.

“I personally haven’t used it myself, but Ihave, as a manager, recommended some of myassociates,” Accardo said. “I know that if I haveany kind of issue, I’ve got someplace to goimmediately and feel comfortable.”

Accardo said she respects the executivemanagement team, particularly bank PresidentAshton Ryan Jr., with whom she worked previ-ously in the banking industry before coming toFirst NBC.

“He’s a genius,” Accardo said, describingRyan as an effective leader who stays abreast ofeconomic issues and trends and is veryinvolved in the community. “I chose to comehere because he was running the bank.”

Good leadership is an asset ExecutiveAssistant Kim Berry said she values. Berry was

a receptionist and administrative assistant tothe chairman of the board at Dryades SavingsBank when First NBC Holding Co. acquired theinstitution last year. She earned a master’sdegree in business administration in 2007 andsaid bank leaders have made a point of usingher new skills and knowledge.

“The bank’s management has a remarkablekeenness for scouting talent that can be (devel-oped),” Berry said. “As a result, that keennessled to my hiring.”

Berry was promoted to executive adminis-trative assistant to the legal regulatory divisionand is poised for a position on the administra-tive team.

“Plainly, every day the company is deposit-ing into my journey a voyage where reciproc-ity is an excellent recipe for success,” shesaid.•

— Diana Chandler

From left: Sheree Nelson, Olga Nunez and Nikeeta Wilson of First NBC Bank/Dryades Savings Bank review plans for community projects.

First NBC Bank/Dryades Savings Bank

Nature of business: bankingWhere based: New OrleansEmployees: 176Average starting salary: $41,000Median salary: $48,000Average employment time: four years Benefits: health care plan with 80 percent coverage, dental,vision and prescription plans, paid maternity leave, 401(k) with 4percent match, continuing education, day care options, relocationassistance, telecommuting, flexible hours, employee recognitionprogramWait time for benefits: one monthPaid days off: 32.5 daysWeb sites: www.firstnbcbank.com, www.dryadesbank.com

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w w w. f i r s t n b c b a n k . c o mFirst NBC Bank

First NBC Locations

We’re recognized as one of the top lending and service related

banks throughout the Crescent City and the Metropolitan Area.

You don’t get that kind of reputation without giving a wide array

of services. Service beyond expectation is really what makes First

NBC Bank who we are to the people in our community.

And because we believe in open communication with customers,

we’ll always encourage you to discuss your financial objectives

and look for ways to implement them. That way, you’ll receive the

personal attention you deserve, not to mention a high level of

expertise from some of the most experienced bankers in the region.

So, if you want to deal with a bank that makes client services its

primary concern, you know who you can turn to.

Ashton J. Ryan, Jr.President & CEO

First NBC Bank

Lakeview Office851 Harrison Ave.

504-671-3520

Kenner Office3535 Chateau Blvd.

504-671-3540

Elmwood Office1105 S. Clearview Parkway

504-671-3510

Veterans Office521 Veterans Blvd.

504-671-3530

Main Office210 Baronne Street

504-566-8000

Terrytown Office

2021 Carol Sue

504-671-3550

Transcontinental Office

4920 Veterans Memorial Blvd

504-671-3425

99

Chosen as one of the

��

� � � � � �


What a difference a day and three and a halfyears can make, said technical writer

Chrys Pope, of her efforts to reunite with formerassociates after being displaced by HurricaneKatrina in 2005.

She describes the information technologycommunity as close-knit, but said the glue thatkeeps Geocent employees together is its lead-ers, including President Robert “Bobby” Savoieand Executive Vice President Rick Gremillion.

“I Googled him (Savoie),” Pope said of herefforts to find a job after Katrina. “I knew that ifhe was back in the area, there would be some-thing going on.”

Pope first worked with Savoie years ago atScience and Engineering Associates, whichPope said was highly rated in the field, largelydue to company leadership and innovation.

Formed in 2008, Geocent worked to acquireand integrate several firms specializing in vari-ous areas of information technology, includingDiamond Data Systems, the company thatfound the perfect spot for Pope in June, morethan three years after she contacted them.

“When I realized that Diamond Data wasnow under his leadership, there was no hesita-tion on my part to accept a position on histeam,” Pope said of Savoie. “With the union ofDiamond Data and Geocent, the same charac-teristics that existed back then are presentagain and even better now.”

A commitment to success, good benefits,camaraderie and management’s appreciationof employee opinions convinced Joey Morelandto return to the team after working withGremillion at Diamond Data in the 1990s thecompany’s early days.

“They were accessible way back then. I wasemployee number seven. We did everythingtogether,” Moreland said.

Brett Camet, federal sector director and a 10-year Geocent/Diamond Data veteran, also appre-ciates the company’s attitude toward its staff.

“The company has a lot of character, cares

tremendously about their employees, is alwayslooking to make things better and believes ingetting input from its employees about how wecan improve, constantly,” Camet said.

When Camet originally signed on, heobserved “the leadership was young andaggressive and you could tell that they wantedto succeed not just for themselves, but also forthe employees.”

Geocent offers its employees a broad rangeof benefits, including full tuition assistance anda health savings account contribution of $1,000for individuals and $2,000 for families. The com-pany also offers monetary performance incen-

tives such as quarterly and spot bonuses.Camet believes his success is heightened by

employee phantom profit-sharing options,allowing workers to purchase a bit of the com-pany without the tax obligations inherent inactual company shares.

“When I’m ready to leave the company,whatever the cost of stock is for the company, Istill can cash them in,” Camet said. “It still actsthe same way.

“My plan is that the company is going to keepgrowing and that’s going to help financially.”•

— Diana Chandler*Formerly Diamond Data Systems

Geocent consultant Willie Blaire dips a CD into Accounts Receivable Coordinator Mayra Cabrera’s coffee mug. The IT consulting firmoffers its employees a broad range of benefits, including profit sharing options and full tuition assistance.

Geocent

Nature of business: information technology and engineer-ing consultingWhere based: MetairieEmployees: 125Average starting salary: $69,755Median salary: $75,175Average employment time: two yearsBenefits: health care with 90 percent coverage, dental, visionand prescription plans, 401(k) with 50 percent match of first 6percent contributed, continuing education program, day careoptions, relocation assistance, telecommuting, flexible hours,employee recognition programWait time for benefits: nonePaid days off: 30 daysWeb site: www.geocent.com

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F I V E - T I M E H O N O R E E *


Louisiana’s Accounting Firm

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When It Comes to Your Career, Do You See the Forest or the Trees?AS AN ACCOUNTANT YOU’RE TRAINED to see the trees, the smallest of details, the finest of the

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Choosing to spend more time with a new-born can often mean opting out of the work

force. But for Gilsbar employee Wendy King,motherhood and working was a win-win game.

Twelve weeks after the birth of now 2-year-old Grey, King took her dilemma to DougLayman, Gilsbar executive vice president andchief sales and marketing officer, explainingher desire to spend more time at home.

“It was a scary thing to come back in andhave that conversation. I was just kind of think-ing I might have to leave,” King recalled. “It wasfunny that he even anticipated this wouldcome up. There’s still a place for me here,which is incredible.”

Gilsbar temporarily gave King a position thatrequired only 32 hours a week. She eventuallytransferred back to her old job once Grey start-ed preschool. King believes Gilsbar accommo-dated her because the company appreciatesgood talent.

It’s that kind of consideration that workerssay keeps Gilsbar rated as a top employer.

Executive Assistant Monique Jacobs saidGilsbar proved its character just by hiring herafter she had been out of the work force for 15years.

“I feel like they took a chance on me becauseI had never worked, particularly as an adminis-trative assistant,” Jacobs said. “The qualities(Layman) was looking for, he was able to seethat I possessed them in a personal interview.They really hire with excellence.”

Gilsbar puts a lot of energy into maintaininga healthy work force. Jacobs is a member of thecommittee that manages the company’s well-ness program, a benefit that rewards employ-ees with “wellness bucks” as an incentive tolive healthy lifestyles. Employees can redeemtheir wellness bucks in a number of ways,including contributions to their health savingsor flexible spending accounts.

The program enabled Executive UnderwriterLynn Trainor to quit smoking after 40 years.Gilsbar allowed Trainor to enroll in a smokingcessation program through St. Tammany

Parish Hospital, paying all costs and providingweekly support meetings on company time.

“This is not something that they needed todo. That’s my personal addiction. It has nothingto do with Gilsbar,” she said. “It just promotesgood employee relations.”

Trainor has been a nonsmoker for two yearsnow.

“I quit, which is to me a miracle because Ismoked for 40 years,” she said.

Trainor earned bonus wellness bucks forher success, as well as kudos from superiors.She plans to redeem her wellness bucks tobuy a pair of walking shoes and will enroll inthe company-offered Weight Watchers groupnext year.•

— Diana Chandler

From left, wearing medals: Bryan Jenkins, Jason Finnian, Paul Melancon, Julio Fernandez and Buu Phan, the winning team from Gilsbar’s 2009 Exercise Challenge, hold up their prize belt. More than 40five-member teams competed, logging in more than 7,000 fitness hours in eight weeks.

GilsbarNature of business: insurance administrationWhere based: CovingtonEmployees: 323Average starting salary: $46,184Median salary: $36,400Average employment time: six and a half yearsBenefits: health care with 55 percent coverage, 401(k) with 3percent match, dental, vision, prescriptions, continuing educationprogram, relocation assistance, telecommuting, flexible hours, jobsharing, employee recognition programWait time for benefits: 30 daysPaid days off: 23 on averageWeb site: www.gilsbar.com

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ox employees are committed to providing our customers with

Internet, digital cable and phone products that inform, entertain

and connect. And, through our nearly 1,800 employees, we

also commit our 1,800 hearts and

3,600 hands in volunteer service to

meeting the human needs of our

communities. We would like to thank

our employees for their contributions,

their dedication, their talent and

attention to excellent service.

It takes state-of-the-art people to

keep state-of-the-art technology

working for you.

Apply to be a part of the Cox team

by going to www.cox.com

and search “careers”.

C


The combination of engagement,

community, a sense of place and

tradition, as well as challenge

and growth sets the Tulane

University work experience apart

from other employers.

Apply for your career today, visit

our website at:

www.profilesams.com/tulane

Tulane University is an EEO/AA employer

Thank YouNew Orleans CityBusiness

for selecting Tulane Universityone of 2009’s

“BestPlaces to

Work”

It’s the people that make the difference at the Hilton New Orleans

Riverside.

Congratulations on 4 consecutive years voted City Business Best Places

to work.

SURE, WE’RE PROUD TO BENAMED A “BEST PLACE TOWORK.” BUT WE’RE EVENPROUDER OF THE PEOPLE WHOMADE IT POSSIBLE.

HERE.FOR LIFE.

For the people of Touro, a hospital is more than simply aplace to work. It’s a place to give of yourself. To care forothers. To touch lives in ways you might never haveimagined. And, most remarkably, to think of all you doas nothing special — just part of the job. It takes morethan bricks and mortar to create a great place to work.It takes great people. And Touro has the best.

CALL 504-897-7011OR VISIT WWW.TOURO.COM.


Mardi Gras is a massive exercise in abandonfor visitors and locals. But for New Orleans

hotel staffs, it can be an extraordinary logisticalchallenge. Just ask Vickie Christen.

“Whenever we have a big event like that, theexcitement level could not be higher. And wesuddenly find ourselves almost working in afrenzy,” said Christen, executive assistant tothe area director of human resources at theHilton New Orleans Riverside.

“Everyone in the hotel during those timesworks particularly hard,” Christen said. “Butfor our department, it means hiring manynew employees, quite a few new people com-ing in all at once needing ID cards and lock-ers. Just a bunch of things going on all at thesame time.”

While not everyone might appreciate suchfrenzy, Christen said she enjoys the energy andexcitement of the annual blowout. It makes herappreciate where she works.

“It really tests us when it comes to our mis-

sion of providing the best service that we canfor our guests. And I like that.”

Christen, who started at the HiltonRiverside in the late 1980s, said the staff’sdevotion to customer service still inspires herafter all these years.

“There is just a general feeling that we are allworking together and trying to make our guestshave as good a stay here as possible,” she said.“We even, on a regular basis, go out on the floorand mingle with the guests, making sure theyare happy. And when they are, I feel good aboutwhat we’re doing.”

Reginald Smith, a shipping and receivingclerk for the hotel, likes the sense of cama-raderie inspired at the Hilton from the topdown.

“This is a very busy part of the hotel,” Smithsaid. “We always have all kinds of food andalcohol deliveries coming in, as well as ourguest packages, all the different truck linescoming through here. But no matter how busy

it gets, the people who work with you here arerespectful, everyone is on a first-name basis.And that makes a difference.”

Robert Reso, who has been with the Hiltonfor 21 years, credits the hotel for its policy ofpromoting people from within.

“I’m a good example of that,” said Reso, whois assistant director of sales for the Hilton butpreviously worked as a bar back before holdinga variety of positions in the food and beveragedivisions as well as convention services.

“You never feel that you are stuck at any onelevel,” Reso said. “And that’s something I havealways enjoyed. If you want to move up, this isthe place to do it.”•

— Garry Boulard

Mixing some fun into their work day, Hilton New Orleans Riverside employees jump on one of the hotel room beds. From left: Laundry worker Yolanda Cardriche, Desantos Manning of guest services,executive Christian Hernandez, culinary worker Pamela Jackson and front office employee Tangelique Riley.

Hilton New OrleansRiverside

Nature of business: hotel/hospitalityWhere based: New OrleansEmployees: 722Average starting salary: $22,880 for hourly employees,$35,000 for salaried workersMedian salary: $26,000 for hourly employees, $40,000 forsalaried workersAverage employment time: 10 yearsBenefits: health care with 70 percent coverage, dental, visionand prescription plans, unmarried partner benefits, 401(k) with5 percent match, continuing education program, relocationassistance, telecommuting, flexible hours, employee recogni-tion program, subsidized mealsWait time for benefits: nonePaid days off: 28Web site: www.hilton.com

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Edwina James said driving 40 miles to workevery day would be a challenge for some,

but she wouldn’t have it any other way.“Once I park my car and sit at my desk, I feel

that it is a joy to be here,” said James, recep-tionist for the law firm of Irwin FritchieUrquhart & Moore. “I really enjoy taking care ofthe needs of the firm.”

James, who has been with the firm for morethan nine years, said the partners offer a senseof loyalty she did not feel at other career stops.

“Everyone on every level of the firm getsalong like old family,” James said. “It is the kindof thing you look for in a good company.”

Partner Jim Irwin said that “family-like”atmosphere is a product of how the firm hashired employees.

“When we started the firm 10 years ago, wewanted people who love the profession,” Irwinsaid. “You know who those people are, and yousee that here. It is the kind of people who lovecoming to work every day. Our turnover rate

has been extremely low. Most of the employeeswho opened with us are still here today.”

Irwin said the partners have worked diligent-ly to keep all of the firm’s 77 full-time employeeshappy.

“We understand the needs our employeeshave,” Irwin said.

He said some of the more popular perksinclude a competitive health care plan, a goodsalary structure and a strong 401(k) and profit-sharing plan.

“We get a fair amount for a fair day’s work,”James said. “You can see that the partners care fortheir employees. They are people of their word.”

Lisa Gardner, a paralegal for the firm, saidthe partners go out of their way to ensureeveryone from top to bottom feels as thoughthey are on the same level.

“When we do functions like the annualChristmas party, it’s not just for the partners orattorneys,” Gardner said. “Everyone comes outto them and mingles with each other. It has

helped us stay close knit.”Gardner said she appreciates the trust that

the firm instills in its employees. “They hired me as a professional, and they

trust that I will work as a professional while I amhere,” Gardner said.

Irwin Fritchie’s community efforts include afirm-wide initiative to donate to the United WayLee Denim Day. Each employee donates $5toward breast cancer research to wear denimon the designated day. There is also a SecretSanta program in which the employees sponsorabout 10 children per year for holiday gifts.

The firm’s attorneys also do pro bono work aspart of the Association of Legal AdministratorsCommunity Challenge project.•

— Robin Shannon

From left: David Melancon, Lizzi Richard and John Garrett of Irwin Fritchie Urquhart & Moore show their Saints spirit while munching on cupcakes the company bought for the staff.

Irwin Fritchie Urquhart & Moore

Nature of business: law firmWhere based: New OrleansEmployees: 77Average starting salary: $42,000 for staff, $97,500 forattorneysMedian salary: $54,381 for staff, $125,770 for attorneys Average employment time: nine yearsBenefits: health care with 100 percent coverage, dental, visionand prescription plans, paid maternity leave, 401(k) with profitsharing contributions of up to 14 percent, continuing education,flexible hoursWait time for benefits: one month after start datePaid days off: up to 40Web site: www.irwinllc.com

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When Kayla Lambert started working atLaPorte Sehrt Romig Hand in January,

she faced the challenge of starting a new job ina new city while dealing with the anxiety of asick grandmother in the hospital.

“You don’t want to be the person who isnot at work all the time, especially when youare new,” said Lambert, a senior consultantin litigation. “But I never felt stressed outabout it. The firm let me work remotely whileI took the time to take care of things in thefamily. Knowing that the company stoodbehind me was really nice. This kind of thingwas never allowed at other places I haveworked.”

Greg Romig, audit director and a seniormanager in the firm, said that commitment tobalance between work and family is one of thekey foundations of the 63-year-old publicaccounting firm.

“We are not just a corporation,” Romig said.“We approach our employees with an individu-alistic view. We appreciate the role that every-one has while they are at work.”

Romig said LaPorte goes all out to make sure

employees keep up with the firm’s progressand setbacks, so expectations are spelled outclearly on a regular basis.

“When we hold our regular staff meetings,lots of information is brought forward so thateveryone in the company knows what is goingon,” Romig said. “We have expectations, butwe allow for discussion.”

The commitment to making sure everyoneis deeply involved even extends to employeeswho are not officially on the payroll. As anintern working through graduate school at theUniversity of New Orleans, Jack Wiles saidLaPorte never hesitated to challenge his skills.

“I didn’t want a menial internship where all Idid all day was print up copies and answerphones,” Wiles said. “During a previous intern-ship at a larger company, I felt like I was just anumber among thousands. There was always amore professional relationship here. When thetime came for them to offer me a full-time posi-tion, it was a no-brainer.”

Romig said one of the firm’s more uniqueaspects is that performance is weighed andmeasured through a 360-degree review that

involves all employee levels.“Ten different people evaluate one person’s

performance,” Romig said. “We include every-one from upper management to the lower-levelemployees to people on the same level.”

Some of the company’s popular perksinclude family nights at Zephyr Field and curb-side dry cleaning services, in addition to acrawfish boil and Christmas party that involvesthe entire office. The firm is also active in theYoung Leadership Council and initiatives tobeautify City Park.

“Coming from someone who did not knowtoo many people upon arrival here, the outside-the-office activities have been an excellentopportunity for me to get to know parts of thecity better,” Lambert said. “I’ve gotten thechance to meet more new people outside of thework environment.”•

— Robin Shannon

From left: Johnathan Knofie, Debbie Brockley, David Hymel, Amy Walters, Tommy Freel and Katherine Green of LaPorte Sehrt Romig Hand gather in a section of New Orleans City Park the firm helps maintain.

LaPorte Sehrt Romig Hand

Nature of business: public accounting firmWhere based: MetairieEmployees: 135Average starting salary: $34,000 for administrative,$46,500 for accountantsMedian salary: $38,000 for administrative, $80,000 foraccountantsAverage employment time: six yearsBenefits: health care with 75 percent coverage, dental, visionand prescription plans, 401(k) with 3 percent match, continuingeducation, telecommuting, flexible hours, job sharing, employ-ee recognition program, fitness program, subsidized mealsWait time for benefits: nonePaid days off: 34 to 58Web site: www.laporte.com

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When Shawn Paretti began working as aclaims representative for Louisiana

Medical Mutual Insurance Co. in 1994, he knewimmediately that his supervisor valued him.

“He came to my house and delivered a wel-come basket since he had recruited me fromout of town to come back and work,” he said.“From the beginning, I always felt that theyreally wanted me here.”

Paretti hadn’t experienced that sense ofvalue in his previous career working for astock-based insurance company. BecauseLAMMICO is a mutual company, the physi-cian policyholders hold the playing cardsinstead of stockholders.

The focus at his old career was on stockprices, rather than employees’ welfare, saidParetti, who now works as the division vicepresident of insurance operations.

“They even told us, ‘We don’t care aboutwhat you did yesterday. We just want to knowwhat you’re going to do for us today and tomor-row,’” Paretti said of his old job. “That was theirmotto when I left there. That was how bad ithad gotten.”

At LAMMICO, stories such as Paretti’saren’t unique. Other employees, such as payrolladministrator Laura Walker, also have stockcompany backgrounds.

“When you’re here, you see the CEO everyday. They know you by name,” Walker said.“They’re very complimentary of your work.”

In addition to being visible, supervisors alsoare good at keeping lines of communicationopen, said Linda Berggren, an agency manage-ment specialist who has worked at LAMMICOfor 19 years.

“If you go sit down and talk to your manager,they will listen to you, they will work with you,”Berggren said. “They will do anything they canto help you with your situation.”

The level of human interaction makes for agreat balance of work and fun in the office,Walker said. Annual office activities such asHalloween costume competitions, Christmasparties and Carnival celebrations spice thingsup in company departments.

“You may get that in a large company, butjust not in the quality that you would get ithere,” Walker said. “And everyone participates,from the top man down. It’s not just for theworker bees.”

Employee appreciation days also leave roomfor fun around the office, Paretti said.

“We’ll have a little part of the day that’s like aroast, and employees roast other employeesand kind of make fun but not in a mean way,”he said. “They’ll tease them and make up afunny award, and I’ve been the butt of jokes inthat before. It’s always a lot of camaraderieamong the employees and staff.”

LAMMICO also offers employee perks suchas paid training for any employee who wantsto use it.

“I’ve worked on some continuing educationfor insurance certifications, and they’ve paid forthat,” Paretti said. “It doesn’t even have to bejob-related — if you have a clerical employeewho wants to get a degree, LAMMICO will payfor it, even if she’s the mail clerk. A lot of com-panies wouldn’t.”•

— Jessica Williams

LAMMICO employees gather at the office entrance. Bottom row, from left: Karen Nugent, Denise St. Romain and Linda Favalora. Middle row:Glynis Mulvihill, Dawer Azizi and Lisa Ordoyne. Top row: Fred Kirchgraber, Elkan Weis and Erica Patterson.

LouisianaMedicalMutualInsurance Co.

Nature of business: medical liability insuranceWhere based: MetairieEmployees: 119Average starting salary: $46,259 for staff, $171,968 for exec-utive managementMedian salary: $60,052 for staff, $180,136 for executive man-agementAverage employment time: nine yearsBenefits: health care with 100 percent coverage, dental, visionand prescription plans, 401(k) with 50 percent match on first 6percent, paid maternity and paternity leave, continuing educationprogram, relocation assistance, telecommuting, flexible hours,employee recognition program, fitness program Wait time for benefits: first of the month after 30 days ofemploymentPaid days off: up to 86.5Web site: www.lammico.com

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Season tickets to NBA home games and thechance to rub elbows with superstars such

as Chris Paul are just part of coming to workevery day for The New Orleans Hornets.

Employees point to a sense of camaraderieand commitment that they say starts at the topwith owner George Shinn.

“Mr. Shinn makes the effort to come to theoffice and talk with us and knows everyone’sname,” said Robert Miller, Hornets’ group-salesmanager. “My friends who work for other sportsteams tell me that’s very rare for an NBA teamowner. He’s hands on, cares about us and thecommunity and is fabulous to work for.”

Miller also likes Breakfasts with Hugh, heldthroughout the year by Hornets PresidentHugh Weber, who invites one person from eachdepartment to join him and GeneralManager/Coach Jeff Bower to discuss wherethe team is headed.

“You have a chance to ask questions andlearn from two outstanding leaders,” Miller said.

Devyn Smith, the Hornets’ communityenrichment coordinator, said there’s a sense ofpurpose that Hornets staffers and players getfrom the company’s involvement in nonprofitactivities. The Hornets’ community investment

department matches employees with volunteeractivities, including the Hornets Believe out-reach program focusing on children, senior cit-izens, schools and refurbishing playgroundsand homes. And the company’s bookmobilehands out more than 50,000 books to local chil-dren each year.

Smith and her husband Brandon Smith, alsoa Hornets employee, transferred with the teamwhen it moved back from Oklahoma in 2007 asNew Orleans continued to recover fromHurricane Katrina.

The franchise was briefly known as the NewOrleans-Oklahoma City Hornets. Devyn Smithsaid Hornets staffers are excited to participatein the Crescent City’s revival and that the com-pany and New Orleans have been good placesfor young professionals to thrive.

A recent company project was planting treesat Bayou Sauvage National Wildlife Refuge ineastern New Orleans, Smith said. On Hornets-United Way Volunteerism Day in October,staffers joined local residents to clean play-grounds and paint fences in St. Roch and otherNew Orleans neighborhoods.

The company also provides top-of-the-linebenefits to employees, such as a health care

plan with full coverage for employees and theirfamilies, plus a flexible spending account offer-ing up to $2,500 a year for medical expensesand up to $5,000 for child care.

“But our staff is fairly young, so it may beawhile — 10 years or so — before everyonetakes advantage of them,” said Weber, whofocuses on business operations.

The company also covers the cost of down-town parking and graduate school tuition andoffers fun perks such as discounts on team gearand two season tickets a year.

And one of the advantages of working forthe Hornets is the annual Christmas party,“where everyone gets to mix with the play-ers,” Weber said.•

— Susan Buchanan

At center, New Orleans Hornets President Hugh Weber, left, owner George Shinn and Executive Officer of the Board Chad Shinn hit the court with employees of the NBA team.

The New Orleans HornetsNature of business: professional basketballWhere based: New OrleansEmployees: 128, plus 15 playersAverage starting salary: $35,000*Median salary: $65,000*Average employment time: seven yearsBenefits: health care with 100 percent coverage, dental, visionand prescription plans, health, dental, vision, prescription drugs,maternity-paternity, disability, 401(k) with 6 percent match, relo-cation assistance, flexible hours, employee recognition program,fitness programWait time for benefits: about one monthPaid days off: 32Web site: www.hornets.com

* Salary figures exclude players

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For a New Orleans-based insurance com-pany, Pan American Life Insurance Group

has global aspirations.Its vision is to build a bridge of financial

security between the United States and LatinAmerica.

But keeping employees abreast of thecompany’s direction through training andcontinuing education is deeply embedded inthat vision, said José Suquet, the company’schairman, president and CEO.

“I think we have to do more of the same andjust keep advancing our education,” he said,adding that education is an ongoing employeebenefit. “Nothing substitutes for excellent per-formance. If you have a strong company, that’sthe key to helping employees.”

Through Pan American’s New EmployeeDevelopment program, employees who havebeen with the company for at least two yearsare afforded an opportunity to meet withexecutive staff members once a month tolearn more about the company.

Elisa Márquez, communications managerin the corporate marketing division, has beenwith the company for two and a half years

and said she’s gaining significant supportand insight during meetings with executivesthat expose potential Pan American leadersto the company’s various divisions.

Márquez said she’s worked in differentcorporate structures in the past, but nonewas as supportive as Pan American.

“When I came here, I noticed that employ-ees are encouraged to be creative and topresent new ideas,” she said.

Ellen Fitte started her career with PanAmerican as an accounts payable clerk 13years ago and has held seven positions since.In her current role as a senior humanresources generalist, Fitte recruits newemployees and shares her Pan American suc-cess story with potential recruits as examplesof how one can grow with the company.

“I’ve been given an opportunity to grow, anopportunity to advance my career,” said Fitte,who is enrolled in a preparatory class for humanresources certification through the company’scontinuing education opportunities.

Throughout the past year and a half, PanAmerican has maintained its annual merit-based raises, paid bonuses and 401(k) match-

es despite the economic crisis. Suquet said “open communication with

employees about the state of the economyand the business,” the competitive nature ofPan American employees and cost manage-ment helped maintain operations withoutmassive layoffs.

The company also continues to offeremployees a full portfolio of insurance cover-age, including long-term care, life and dis-ability.

To balance the corporate focus, PanAmerican’s Ice Cream and King Cake Grassocials are among the additional perks thatemployees indulge in each year.

“I think the more accessible and humanyou make a place, the more people feel likethey want to belong to it,” Suquet said.•

— Nayita Wilson

Employees of Pan American Life Insurance group show their Saints spirit outside their downtown office. Standing, from left, are: Bryan Scofield, Stephen Jervay, Brenda Guevera, Ellen Fitte, LindaGusman, Anita Kerr, Trudy Callia and Elisa Marquez. Kneeling are Johnny Cefalu and Karen Enamorado, and holding a foam finger is Shlonda Idowu.

Pan American LifeInsurance Group

Nature of business: life and health insurance Where based: New OrleansEmployees: 280 in New Orleans, 424 in Latin AmericaAverage starting salary: $63,500*Median salary: $55,000*Average employment time: 12.5 yearsBenefits: health care with 88 percent coverage, dental andprescription plans, paid maternity leave, 401(k) with 6 percentmatch, continuing education program, relocation assistance,flexible hours, employee recognition programWait time for benefits: first day of the month following 30days of employmentPaid days off: 32.5Web site: www.panamericanlife.com

*Salary figures are from Aug. 1, 2008 through July 31, 2009.

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Staff members at Peoples Health, a MedicareAdvantage-plan administrator for individu-

als 65 and older, say personal contact withpatients and the chance to work on their behalfis the best part of their jobs.

Gabe Vanover, an authorizations assistant atthe firm’s Metairie headquarters, says he likes“mingling with our plan members at PeoplesHealth Game Day at Zephyr Field. Thousandsof members attend, and we meet and talk withthem about the game and how they’re feeling.”

The company has held the annual event,featuring food and live music, for more than 10years.

Vanover also appreciates access to discount-ed and free tickets to New Orleans Saints andHornets games that come from Peoples corpo-rate sponsorship of the those teams.

“And I feel good when I go to a game at theSuperdome and see a big Peoples Health sign,”Vanover said.

The company also sponsors the NewOrleans Jazz and Heritage Festival andLouisiana State University sports and givesemployees tickets to those events. And being ahealth-minded company, Peoples Health offers

a Weight Watchers at Work program and on-site gym for its employees.

“Like other good companies, we have excel-lent benefits and beautiful facilities at our sev-eral locations. But I believe what’s really mean-ingful for our employees is the hands-on,hands-touch work we do with the elderly,” saidWarren Murrell, chief operating officer.

Health care can be bewildering for any agegroup, he said, and the older individuals thePeoples staff assists might be underservedotherwise.

“Our staffers do home assessments to seethat no hazards are present — like slippery car-pets or objects on the floor. And they accompa-ny members to the doctor’s office.”

More than 500 employees meet quarterly atthe Pontchartrain Center in Kenner for a com-pany update, and several plan members areintroduced at that event, Murrell said.

In one of many activities involving employ-ees and members, Peoples held a heart-healthy cooking contest last winter, wherethe winning recipes were healthy jambalayafrom an employee and a shrimp and corn stewwith brown rice from a plan member. Student

chefs at Cafe Reconcile in Central City pre-pared the dishes.

Elizabeth Vail, a registered nurse at PeoplesHealth, said she likes the company so muchthat when she left for another job in mid-2008after moving from Gretna to the North Shore,she returned to her old position in six weeks.

“Many people didn’t realize I’d left and justassumed I was on vacation. But I really missedmy colleagues, the members and our friendlyoffice,” she said.

“My job is definitely worth the extra com-mute that I have now,” Vail said. “I’ve worked ina hospital environment before but am muchhappier here. We have a wonderful CEO, CarolSolomon. We’re in the benefits business, andshe sees to it that we employees also get thebest possible benefits.”•

— Susan Buchanan

Administrative assistant Dianne Smith serves turkey to registered nurse Ann Higgins, far right, and network development employee Nadine Hampton-Brown for the Peoples Health Thanksgiving lunch.

Peoples HealthNature of business: Medicare plansWhere based: MetairieEmployees: 525Average starting salary: $49,000Median salary: $55,000Average employment time: eight yearsBenefits: health care plan with 85 percent coverage, dental,vision and prescription plans, 401(k) with 5 percent match,unmarried partner benefits, paid maternity and paternity leave, daycare options, relocation assistance, telecommuting, flexible hours,job sharing, employee recognition program, fitness programWait time for benefits: 30 daysPaid days off: up to 37Web site: www.peopleshealth.com

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At a time when companies are slashing their401(k) contributions, employees at Peter A.

Mayer Advertising Inc. are sitting pretty. The company matches dollar for dollar every

contribution an employee puts toward his orher 401(k).

It’s a benefit President Mark Mayer believesmakes the agency stand out, noting it has onlyfallen short of the goal twice in the past 20years. The company still managed to provide afull match this year, despite the recession.

The 42-year-old advertising agency wasfounded by Peter Mayer and run by his sons,Mark and Josh. But the company likes totreat all 140 of its employees like family, MarkMayer said, even allowing employees tobring their families to work, whether it’s theirchildren or pets.

“I put my family above business and Iwouldn’t expect anybody else to act any otherway,” he said.

“I feel like the company really runs like afamily business,” said Butler Burdine, directorof business development. “I mean it is a family

business, but it’s not just run that way if yourlast name is Mayer.”

“It really is sort of like a family,” said RickBaxter, an interactive designer. “They really lis-ten to you.”

Peter Mayer’s office, which spans threedowntown buildings, is a cross between a typ-ical corporate space and an eclectic, swankyhotel. One office has all the trappings of a typ-ical office, with phones, computers and a copymachine, but also includes beanbag chairs forlounging and a miniature trampoline.

Walls are adorned with murals and pastadvertising work, and an indoor atrium towersfour stories high.

Peter Mayer has local and national clients,including Zatarain’s, Entergy, the New OrleansSaints and Whitney National Bank, which hasbeen a client for 40 years.

“That is unheard of in this industry,”Burdine said. “The average tenure with a clientis two years nationally on average, so the factthey’ve been with us that long is amazing.”

Fun is one of Peter Mayer’s six guiding prin-

ciples. Josh Mayer, executive creative directorand owner, said institutionalized fun is a greatway to promote teamwork, which is essentialin the advertising world.

“An old motto in advertising is the agencythat drinks together like each other,” he said.

Josh Mayer said one employee commentedon a survey saying one of the best things aboutworking for Peter Mayer was a party every sixto eight weeks. Some of those parties includeHalloween, Christmas, a spring crawfish boiland a summer baseball game.

Peter Mayer promotes religiously from with-in and gives its employees many opportunitiesto shine by coming up with their own ideasand going with it — a policy Josh Mayer saidis rare in corporations.

“There is an open-door policy,” said Josh. “Alot of our offices literally have no doors.”•

— John Adams

Clockwise from top left: Management Supervisor Fran McManus, graphic artist Diana Revelo and copywriters Rachel Wilson and Gary Alipio of Peter A. Mayer Advertising Agency give themselves kudosin the form of a Prestigious Paper Plate Award.

Peter A. MayerAdvertising Inc.

Nature of business: communications and marketing firmWhere based: New OrleansEmployees: 135Average starting salary: $28,000Median salary: $50,641Average employment time: 12 yearsBenefits: health care with 83 percent coverage, dental, visionand prescription plans, unmarried partner benefits, 401(k) with100 percent match, paid maternity and paternity leave, contin-uing education, relocation assistance, telecommuting, employ-ee recognition programWait time for benefits: 31 days or lessPaid days off: 31Web site: www.peteramayer.com

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Lawyers and staff bring their children andgrandchildren to Phelps Dunbar’s offices all

the time to show off where they work, partnerHarry Rosenberg said.

“They bring them to their workplacebecause they’re proud to introduce them totheir colleagues as friends,” said Rosenberg,regional practice coordinator of the firm’s litiga-tion group.

Rosenberg, who started with the firm 31years ago, said it’s the firm’s ability to celebrateemployees’ happy occasions as well as helpeach other during difficult times that wards offthe stodgy atmosphere law offices can have.

It takes more than a friendly atmosphere tokeep 140 employees out of a staff of 517 at thecompany for at least 10 years, and 37 for 25years and longer.

Debbie Langenhennig, director of humanresources, said the firm makes it a priority tocover employees during times of need, whetherit’s maintaining retirement plan contributions

throughout the recession or adjusting the firm’sbenefits package based on employee feedback.

Langenhennig said Phelps Dunbar did nothave to alter its 401(k) plan when the firm wastrying to cut back.

“It would not be the first thing we go lookingto to save money, and we didn’t,” she said.

She said their benefits keep their employees’best interests in mind as well. When the firmrenews its existing benefits each year and looksto reduce costs without reducing existing ben-efits, they also assess the needs of employees.

Langenhennig is part of the team thatreviews the benefits package, and each yearthey look into what additional benefits employ-ees have requested. Last year, two additionswere made to the 2009 benefits: a critical illnessplan and a short-term disability plan.

Litigation partner Chris Ralston said what’smost important to him is that his work is satisfy-ing. He likes the clients he works for and thecases on which he works. Ralston, who coordi-

nates some of the firm’s community serviceevents and initiatives, said he admires theamount of charity work Phelps Dunbar performs.

“This is one of the things that attorneys andstaff do together,” he said. “The lawyers, by thenature of the work we do, are not going to be inthe same setting as the staff” during the work-day.

At the Step Out: Walk to Fight Diabetesfundraiser at Audubon Park, the company wasable to come together for one cause, Ralstonsaid.

“Secretaries and their kids, associate stafflawyers and partners were all represented atthe walk,” he said. “And we did it together.”•

— Katie Urbaszewski

Each December Phelps Dunbar rents out a movie theater for employees and their families to watch a movie. Seated, from left, are: Sarah Vandergriff, Katie Whitman, Will Nielson, Brian Davilla, AshleyGremillion, Michele Alfred, Catherine Masterson and Abigail Gravois. Standing, from left, are: Curt Rome, Taylor Mouledoux and Robin Gosserand.

Phelps DunbarNature of business: law firmWhere based: New OrleansEmployees: 537 in entire firm with 216 in New Orleans officeAverage starting salary: $44,000 for staff, $95,000 for attorneysMedian salary: $46,000 for staff, $102,000 for attorneysAverage employment time: eight yearsBenefits: health care with 93 percent coverage, dental, vision andprescription plans, paid maternity and paternity leave, 401(k), con-tinuing education program, relocation assistance, telecommuting,flexible hours, employee recognition program, fitness programWait time for benefits: about one monthPaid days off: 22 to 28 for employees with less than threeyears tenureWeb site: www.phelpsdunbar.com

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Employees at Postlethwaite & Netterville saythe public accounting firm’s extensive

training and development keeps them wellnurtured, and as a result staff members tend tostay for a long time.

Joey Richard, New Orleans office director,says the firm provides study materials for thecertified public accountant exam and at least64 hours of paid learning time during summermonths.

“Employees can prepare for the CPA test onus,” he said, and staff members who pass theexam receive an immediate 4 percent raiseand a $2,000 bonus.

The company also rewards its employeeswith annual bonuses based on monetary andprofessional accomplishments. Workers canalso receive a $3,000 to $5,000 bonus for refer-ring a new employee to the firm.

Richard said the company’s clients arediverse, from privately held and public compa-nies to nonprofits and individuals in theLouisiana-Texas region and beyond.Employees visiting clients have the chance totravel throughout the United States, the UnitedKingdom, the Netherlands and China foraudits and tax planning, he said.

The firm also conducts business-processreviews and provides technology consultingand litigation support.

Senior auditor Hayley Morgan said she likesso many things about her job that she barelyknows where to begin.

“Our office is friendly, and I’ve developedmany personal relationships here, though weknow how to separate them from our profes-sional duties,” Morgan said. “I’ve learned agreat deal from our clients about the industriesthey’re in, and am grateful for that exposure.”

Morgan said she enjoys participating in thefirm’s community projects, such as the annualOdyssey Ball silent auction at the New OrleansMuseum of Art.

The firm contributes employee volunteers tomore than 10 major charitable events a year,including a Louisiana Children’s Museumfundraiser and a walk for the American LungAssociation. It also sponsors food drives anddisaster-recovery initiatives.

Staci Ritchie, a senior auditor in Metairie,said she appreciates the firm’s sense of team-work and the ability of colleagues to tacklechallenges together.

“We had an Office Olympics this year to seewho could make the longest paper-clip chain,throw balled paper in small holes, run a coursewith a ball on a spoon and pin a tail on a boss,”she said. “We watched our co-workers do awk-ward, funny things here in the office and ourdirectors take cues from the staff. And we got

to know each other even better.”The company has many employees who

have stayed 25 to 30 years, marketing manag-er Rachael Higginbotham said.

The Metairie office, she said, is like the cityof New Orleans — a melting pot of nearly 80employees providing numerous services tovaried industries.

One nice perk, she said, is that the office workshalf days on Friday in the steamy month of July.

“The (company) culture is very welcomingand accommodating. It helps people make themost of their careers,” Higginbotham said.“They focus on people’s personal goals, andthey genuinely care about their employees.”•

— Susan Buchanan

From back: Donald Maginnis, Brittany Fallon, Staci Ritchie and Savi Rengakrishan of Postlethwaite & Netterville race chairs throughthe office. The company held a team-building event earlier this year in which employees competed in contests such as office chairrelay races, Wii Bowling and mind gymnastics.

Postlethwaite& Netterville

Nature of business: accounting and business advisory firmWhere based: Baton Rouge, with second-largest office inMetairieEmployees: 77 in Metairie, 311 companywideAverage starting salary: $35,000 to $43,000 for adminis-tration, $46,650 for professionalsMedian salary: $42,500 for administration, $68,900 for pro-fessionalsAverage employment time: three yearsBenefits: health care with 90 percent coverage, dental, visionand prescription plans, 401(k) with 25 percent match on first 4percent contributed, continuing education program, telecom-muting, flexible hours, employee recognition program, subsi-dized mealsWait time for benefits: about one monthPaid days off: 30 to 40Web site: www.pncpa.com

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Michele Kelly already liked the courier workshe did with Quest Diagnostics, delivering

blood work and tissue from area hospitals anddoctors’ offices back to her company’s busyclinical lab.

“But I had started a family and felt that Iwanted to do more and move up that corporateladder,” Kelly said.

That led to her decision to take advantage ofa Quest Diagnostics program that allowsemployees to train for another job. She studiedfor more than a year to become a professionalphlebotomist.

“I liked that this company was willing to helpme in every way that they could to go up to thenext step,” said Kelly, who began working forQuest Diagnostics in 1993. “That made me feelgood about being here.”

Such in-house promotions are a part of theway Quest Diagnostics does business, saidSameera Rimawi, a technical manager whostarted with the company in the spring of2007.

“They offer online computer training for ourfrontline employees, and they regularly haveleadership training,” Rimawi said. “Theyencourage you to grow. A lot of people starthere in one position and end up somewhereelse, mainly because they took advantage of allthe different education and training that thecompany provides.”

Among the training and education servicesQuest Diagnostics offers its employees is theIntelliQuest Web site, where employees canview more than 450 class choices. Onlineoptions include in-depth training for employeesin what are known as “patient-touch” positionssuch as logistics and phlebotomy. Employeesworking in positions behind the scenes can

remain up to date with the latest trends in suchfields as histotechnology, hematology, chem-istry, microbiology and cytotechnology.

“The idea is that the employees are whatmakes our company succeed,” Rimawi said.“They really focus on employee success andreinforcing us in what we are doing.”

That reinforcement works in several differ-ent ways, Rimawi said.

“We encounter challenges on a daily basis,but you never feel that you are alone here. Youalways have support from the other staff mem-bers as well as higher management to help youthrough anything.”

Bobby Mahl, who works in logistics, said astrong work environment has kept him withQuest Diagnostics for nearly three decades.

“This is a place where you can just tell thatpeople like to come to work,” he said.

Doing deliveries inside a wide regional arcthat includes metro New Orleans as well asmuch of southeastern Louisiana, Mahl said heis always happy to return to the QuestDiagnostic lab in Metairie.

“The people here are all working togetherand helping each other out. It’s just a positiveplace to come back to.”•

— Garry Boulard

Quest Diagnostics employees pile into the company’s van. Quest delivers blood work and tissue from New Orleans area hospitals anddoctors’ offices back to their Metairie lab.

QuestDiagnostics

Nature of business: clinical laboratoryWhere based: MetairieEmployees: 240Average starting salary: $31,761 ($15.27 per hour) forexempt employees, $47,528 ($22.85 per hour) for nonexemptMedian salary: $34,653 ($16.66 per hour) for exempt employ-ees, $62,172 ($29.89 per hour) for nonexemptAverage employment time: seven and a half yearsBenefits: health care with 85 percent coverage, dental, visionand prescription plans, unmarried partner benefits, paid maternityleave, 401(k) with 6 percent match, continuing education pro-gram, relocation assistance, flexible hours, employee recognitionprogram, fitness programWait time for benefits: about one monthPaid days off: 33Web site: www.questdiagnostics.com

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At Randa Accessories’ St. Rose facility, it’snot tough to find employees who have

been with the company for decades.“I have three employees at this facility with

over 40 years of experience,” Senior VicePresident Randy Kennedy said. “I have over ahalf-dozen with over 30 years. We’ve got a verystable long-term work force.”

The company is a world leader in manufac-turing, distributing and marketing men’saccessories such as neckties, wallets and lug-gage for partners that include Ecko Unlimited,Liz Claiborne and Perry Ellis Portfolio.

Randa operates in eight countries. Itemploys 250 people locally and more than1,000 worldwide.

Employees say there is plenty of room togrow within Randa, which has a large menu ofcareer opportunities, including accounting,computer programming, engineering andserving customers.

During his 25 years with the company,Kennedy worked his way up from sweepingfloors to become a top executive.

Charlie Fos, who rose from staff industrialengineering to vice president of distribution in

his 35 years, said he has stuck around becausehe values the fairness in which Randa treats itsemployees and enjoys the company of his col-leagues.

“For the most part, the entire group getsalong pretty well,” Fos said. “There’s somefairly decent camaraderie. There’s a lot ofpersonal pride in getting the jobs done cor-rectly and properly and a little bit of competi-tion between some the departments, afriendly competition.”

Randa has a predominantly female workforce and is sympathetic to the family obliga-tions of its working mothers, Fos said.

Cindy Dufresne, an executive assistant andsingle mother, said she is grateful that thecompany was willing to work around herschedule when she had to tend to some per-sonal issues several years ago.

“I was still able to work with the companyand handle the situation without it interferingwith my employment,” said Dufresne, who hasbeen with Randa for more than five years.“That was a big help. I had only been here ayear. A lot of companies might have said,‘Over. Done.’ But not here.”

Employees said Randa goes out of its way tobuild a family atmosphere. The company holdsan annual family day at New Orleans City Park,gives workers turkeys just before Thanksgivingand hams before Christmas, and sponsors on-site wellness screenings once a year.

And employees don’t take for granted thatRanda’s six-year-old warehouse is climate-controlled.

“Our entire warehouse is air conditioned,which is not required for our product,”Kennedy said. “We do it truly for our employ-ees’ comfort, and if you go around Louisiana,it’s extremely rare that you’ll find any air-con-ditioned warehouse unless it happens to be amedical supplier.”•

— Ryan Chatelain

Chanh Phan packages ties at the warehouse of Randa Accessories.

Randa AccessoriesNature of business: men’s accessories manufacturerWhere based: St. RoseEmployees: 1,000 worldwide with 240 locallyAverage starting salary: $18,720 for warehouse staff ($9an hour, calculated on a 40-hour week), $40,000 for office staff Median salary: $22,880 for warehouse staff ($11 an hour,calculated on a 40-hour week), $55,000 a year for office staffAverage employment time: nine yearsBenefits: health care with 90 percent coverage, 401(k) withup to 4 percent match, dental and prescription plans, unmar-ried partner benefits, paid maternity leave, relocation assis-tance, employee recognition programWait time for benefits: 45 daysPaid days off: 19.5Web site: www.randa.net

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Top hospital nationally for employee, patient and physician satisfaction

St.Tammany Parish Hospital is proud to accept New Orleans CityBusiness’ designation among the perennial Best Places to Work as recognition for the hard work and years-long strategy the hospital has undertaken to be the hospital of choice for exceptional caregivers, local patients and caring doctors.

St.Tammany Parish Hospital recognizes that engaged employees go out of their way every day to provide exceptional care. Patients are more satisfied with their experience, outcomes are better, patients are safer and quality is higher when employees are engaged in the mission to deliver world-class healthcare close to home.

We are proud to accept this recognition and thank CityBusiness for telling our prospective new team members what an opportunity awaits them at St.Tammany Parish Hospital.Visit www.stph.org to apply today.

99


As an intern, Karl Bernhard didn’t expect toget very much respect or responsibility

when he began working at Sizeler ThompsonBrown Architects. Soon after stepping into thefirm’s office three years ago, he was pleasantlysurprised to be proven wrong.

“I’m involved with the design process,speaking with clients, going to sites,” he said.“Because of the experience, I feel like I’m grow-ing exponentially.”

Bernhard said there’s a sense of trust andcamaraderie at Sizeler that he really appreci-ates. The architects give him the opportunity tocontribute to design and aren’t afraid to let himtalk to clients on his own.

“A lot of owners (from other architecturalfirms) seem to be scared of that — ‘What are theygoing to do?’ or ‘What are they going to say?’”

“We’re very team-oriented,” StudioAdministrator Veronica White said. “It’spleasant to come to work.”

White, who has worked at Sizeler for 22years, said the firm’s annual employee retreatsencourage team building. When she was goingthrough difficult times of loss, the companyprovided a lot of moral support and time off.

“They’ve really stood by me for a lot of trou-ble I’ve had,” she said. “They were extremelysupportive and understanding.”

It took a disaster to bring all the employeestogether in a way they hadn’t been before, saidBrian Faucheux, principal. After HurricaneKatrina, the company set up a temporary officein Prairieville where employees interacted in amore tight-knit atmosphere than they hadbefore the storm in New Orleans.

“At the end of it all, we interviewed everyoneand asked what we should bring back fromthis,” Faucheux said.

One answer that came up repeatedly was tokeep regular employee lunches, something thefirm still does. Sizeler buys lunch once a month

during full staff meetings.“People really bonded in circumstances that

were not typical in the work environment,”Faucheux said.

Since then, the company has encouraged alot of other community-oriented exercises.Every year, the staff has a chance to participatein the company’s Art for Art’s Sake exhibit inthe Warehouse District.

The company gives employees a challengeand some materials and then offers a pre-showscreening and a reception with hundreds ofguests on the night of the event.

“We’re a fairly large architecture firm in NewOrleans, but we really have a close-knit, familyatmosphere,” Faucheux said.•


From left: Interior designer Jennifer Mitchell, principals/architects Brian Faucheux and Thomas Brown, intern/architect Karl Bernhard and principals/architects Billy Sizeler and Allen Ohlmeyer pretend todirect traffic outside the Department of Transportation and Development’s Regional Transportation Management Center. The firm designed the facility.

Sizeler Thompson BrownArchitects

Nature of business: architectureWhere based: New OrleansEmployees: 50Average starting salary: $36,600Median salary: $53,000 for staff, $102,800 forprincipals/associatesAverage employment time: six and a half yearsBenefits: health care with 75 percent coverage, dental, visionand prescription plans, 401(k), continuing education program,day care options, telecommuting, flexible hoursWait time for benefits: nonePaid days off: 27.5Web site: www.sizelerthompsonbrown.com

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Thank you for making us one of theTop 50 Best Places to Work.

zearestaurants.com

At Pan-American Life Insurance Group putting our employees first is much

more than an organizational goal – it is our way; our way of saying THANK YOUto the individuals that make our products and services among the best in the

industry.

We strive to provide a motivating, flexible and understanding workplace,

inclusive of a comprehensive benefits and compensation package.

To our nearly 300 valued employees in New Orleans and our equally esteemed

employee family in Latin America: THANK YOU for the steadfast dedication that

you demonstrate on a daily basis.

We will be dedicating Pan-American Life’s upcoming centennial celebration to

you, our employees, and the generations of colleagues that paved the way and

built our strong heritage.

Pan-American Life Insurance Group is a leading provider of insurance and financial services serving nearly half a million

customers throughout the Americas.

Pan-American Life Insurance Group is honored and proud to be recognized as one of the top

50 Best Places to Work in New Orleans

601 Poydras St. | New Orleans, LA | 70130

www.panamericanlife.com


Brenda Carter, an emergency room techni-cian at Slidell Memorial Hospital, was going

through a nightmarish time in her life. First, herbrother died. Then her son was killed two weekslater. In the most trying time of her life, Carterwas amazed at how her bosses and co-workersat Slidell Memorial rallied around her.

“You would have thought I was in my ownneighborhood,” Carter said.

The neighborhood analogy serves as amicrocosm of the hospital as a whole. Now inits 50th year, Slidell Memorial prides itself onbeing a community hospital above all else.

“The employees here are committed to theconcept of a community hospital,” CEO BobHawley said.

Julia Thomas, director of rehabilitation, saidthe most rewarding part of her job is to live andwork in the same community, which allows herto the see tangible benefits of her efforts. Shetreated a patient with Guillain-Barre syn-drome, a rare viral disease that causes paraly-sis. Once the paralysis wears off, the patientmust undergo a long, arduous rehabilitation.

One day, Thomas ran into the patient at a gro-cery store and was able to see that patientwalking and functioning again.

“(The feeling) is better than a paycheck,”Thomas said. “You made that person’s life pro-ductive again.”

As part of its drive to serve the community,Slidell Memorial administrators conduct exten-sive surveys to make sure patients are happywith the care they receive. Hawley said thehospital finished in the 98th percentile in cus-tomer satisfaction based on a series of surveysthat covered about 1,800 hospitals nationwide.

And the hospital makes sure that if cus-tomers are happy, then employees are happy,too, Thomas said. All employees receive abonus if the customer satisfaction surveys hit acertain number.

“It’s putting your money where your mouthis,” Thomas said. “If we hit our target, every-one benefits financially. Everyone gets thesame bonus, regardless of who you are.”

The hospital also gives employees incen-tives to stay healthy, such as reimbursements

for health club memberships.The hospital promotes from within and

enables employees to transfer from one depart-ment to another if they want a change of pace.Carter has worked in several different positionsat Slidell Memorial.

“It’s an ongoing learning experience,” Cartersaid. “If you feel burned out on a job, you cantake classes to learn another job within thehospital.”

The hospital’s belief is that healthy andhappy employees will better serve the com-munity.

“We’re not in this business to make a prof-it,” Hawley said. “We’re here to provide aservice to the community, and we do a fan-tastic job of that.”•

— Fritz Esker

Radiologic technologist Joey Roby checks on patient Jennifer Bingham before her CT scan. Roby has been an employee at Slidell Memorial Hospital for 30 years.

Slidell Memorial HospitalNature of business: hospitalWhere based: SlidellEmployees: 759Average starting salary: $28,912Median salary: $50,398 for staff, $326,664 for physiciansAverage employment time: seven yearsBenefits: health care with 75 percent coverage, dental, vision,prescriptions, 401(k) with 4 percent match, paid maternityleave, continuing education program, relocation assistance,telecommuting, flexible hours, job sharing, employee recogni-tion program, subsidized mealsWait time for benefits: one month after hirePaid days off: 24Web site: www.slidellmemorial.org

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Our LOCALEMPLOYEES Are OurGREATEST ASSETWalton Construction is committed to hiring and training localpeople to grow our company. We are proud of our employeeswho are dedicated to this great city. Thank you to our teammembers who make Walton Construction a CityBusiness BestPlace to Work.

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Everyone wants to be appreciated at work.Since people are more productive when

they feel appreciated by their bosses, eachdepartment at Strategic Employee BenefitServices gets its own appreciation week.

The company treats members of the group toa different appreciation activity each day,including a nice breakfast, a lunch outing, ahappy hour after work, sweets and fresh flowers.The leadership team also cuts out headshots ofthe honored group’s members and pastes themonto pictures of rock stars. The week concludeswith employees working a half-day before beingwhisked away to a surprise off-site destination,such as Ship Island in Mississippi.

“They really go all out and take it to a newlevel,” said Alena Vinet, a voluntary internal serv-ice representative. “It feels like Christmas morn-ing. ... Normally (at most companies), apprecia-tion is just a lunch.”

The company also rewards employees fortheir performance. SEBS’ annual bonus plan

pays employees 10 percent of their salary as abonus if the company’s sales goal and individ-ual sales goals for the year are met.

That dedication to showing staff how muchthey are appreciated is part of SEBS’ corebeliefs, beliefs adhered to by everyone fromexecutives to staff members, employees say.

“We’ve learned one thing — how you treatyour employees has a direct correlation tohow your employees will treat the clients,”SEBS President Kevin Gardner said. “We tryto look at our employees as clients and treatthem that way.”

“They (the leaders in the office) take more ofa coaching role than a management role,” saidRachel Hamann, a benefits consultant.

“They’re there to assist, not micromanage.”The giving, appreciative attitude extends

from employee to employee as well. When onebranch of the office is busy, other employeespitch in to get the work done, Hamann said.

Even with nonwork matters, employees help

each other out. One SEBS employee teachesself-defense on the side and held a free coursefor the women in the office.

When Vinet started working for the companya year and a half ago, her division was a startup,and her role was initially unstructured. Her bosswas in sales, so she was often out of the office.

At first, Vinet was a little intimidated andhad to find her way around the job, but her co-workers immediately set her mind at ease.

“I would have been lost if they hadn’t beenso helpful,” Vinet said.

And that behavior becomes self-perpetuating. “We don’t do anything individually,” Vinet said.

“Everything is team-based. Everyone enjoys whatthey do, and it comes off in the work.”•

— Fritz Esker

From left: Benefit consultant Ana Graci, employee benefit specialist Joe Maniscalco, President Kevin Gardner, Vice President Mike Ford, employee benefit specialist Eddie Cabos and benefit consultantLisa McCoy partake in some friendly competition at Strategic Employee Benefit Services.

Strategic Employee BenefitServices of Louisiana

Nature of business: employee benefit consultingWhere based: MetairieEmployees: 69Average starting salary: $32,000 for staff, $55,000 forlicensed benefit consultantsMedian salary: $39,500 for staff, $72,000 for licensed benefitconsultantsAverage employment time: six yearsBenefits: health care with 80 percent coverage, dental, visionand prescription plans, 401(k) with 3 percent match, continuingeducation program, flexible hours, employee recognition program,fitness programWait time for benefits: about one monthPaid days off: 29 on averageWeb site: www.neworleans.strategicebs.com

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Randy Martinez admits his department getspretty competitive in the St. Tammany

Parish Hospital Foundation’s Gurney Games, afundraiser pitting hospital units in a costumecompetition and an obstacle course gurney race.

“We were actually the ‘Wizard of Oz.’ Wedressed up the gurney as Dorothy’s house thatwas falling to the ground,” said Martinez, whowas the mayor of Munchkin Land in the annu-al spring event featuring food, drinks, musicand prizes.

Martinez is a licensed physical therapistassistant in the hospital’s rehab services unit,this year’s Fan Favorite and winner of the bestoverall Dynamic Decor Award.

“Every year we try to focus on costumes andcreating the best gurney event ever,” Martinezsaid. “It really gives us something fun and cre-ative to think about and do outside of work.”Having such fun with co-workers “makes itmore enjoyable to work here,” Martinez said.

For Kristin Roy, an inpatient charge nurse,the fun comes in the form of a weekly kickballgame implemented this year, and in the gen-

uine care co-workers show for one another.“When you go to work, everyone cares

about personal lives as well,” Roy said. “We’renot just at work; we’re there for each other.”

Roy points to her job interview with the hos-pital as the first moment she sensed the caringatmosphere after she had searched for a job forsix months.

“I actually skipped through the humanresources department and called the managerof the particular floor (Amy Wade),” Roy said,recalling a non-intimidating interview with amanager.

“We actually looked alike. She actually calledme right away” for the job, Roy said.

Roy said she appreciates the flexibility thehospital allows in scheduling work, an employ-ee pharmacy that beats drugstore prices andthe extended illness bank, which givesemployees a percentage of their work hours forsick time.

Cherie Faucheux, the clinical applicationand implementation manager in informationsystems, recalls when hospital CEO Patty

Ellish visited her team and offered assistance.“I recall one situation where we were in the

middle of a particularly stressful implementa-tion and Ms. Ellish herself stopped by myoffice, not just to see how it was going but topersonally check on me and my staff, (to see)how we were doing and if there was anythingwe needed,” Faucheux said. “The respect sheshowed for what we do was greatly appreciat-ed by our information systems team. Shealways shows interest in the projects we’redoing.”

Faucheux said the hospital celebratesemployees’ successes and shares the informa-tion with the hospital’s entire staff.

“There is a feeling of continued growth andopportunity here at STPH, always striving to findout what they can do to make things better foreveryone, including the employee,” she said.•

— Diana Chandler

St. Tammany Parish Hospital employees show their “team spirit.” In addition to being avid football fans, employees boost camaraderie through a fundraiser pitting hospital units in a costume competi-tion and an obstacle course gurney race.

St. Tammany Parish Hospital

Nature of business: hospitalWhere based: CovingtonEmployees: 1,287Average starting salary: $55,016Median salary: $57,200Average employment time: six and a half yearsBenefits: health care with 96 percent coverage, dental, visionand prescription plans, pension with 6 percent paid by compa-ny, continuing education program, relocation assistance,telecommuting, flexible hours, employee recognition program,fitness program, subsidized mealsWait time for benefits: one monthPaid days off: 29.8 to 44.8Web site: www.stph.org

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If an employee of Superior Energy Servicescomes face to face with an unforeseen

tragedy, there’s a system in place to help them.Superior Energy’s Catastrophic Relief Fund

gives financial assistance to co-workers andfamily during a time of need.

“It is set up so that any amount can bedonated at any time. And once donations comein, higher management matches donationamounts and makes the contributions evenbigger,” said Sandy Derise, a general managerfor Superior’s marine division.

The fund is a unique example of the compa-ny’s support for its employees, Derise said.

“They stick by you 100 percent in whatev-er you do,” Derise said. “There is an elementof respect on all levels. It makes a differenceto know that regular employees have unwa-vering support.”

Employees say the company’s commitmentto career growth is what makes the energy firmsuch a great place to come to work every day.

“Management allows employees to flour-ish in what they do,” said Greg Rosenstein,

vice president of investor relations. “Thereare so many opportunities for growth withinthe company and also among Superior’s sub-sidiary companies.

Human resources employee Aileen Netherysaid that element of variety is what makesSuperior such an interesting workplace.

“There are 21 different companies underthe one umbrella, so you can end up workingon any number of things,” Nethery said.“There is always an opportunity to do some-thing different or go in a direction you hadnot previously gone.”

Rosenstein said the company takes anactive role in career path development throughSuperior’s Leadership Training Program.

“The program provides managers with theskill set needed to assist every employee intaking advantage of every opportunity toreach full potential,” Rosenstein said. “Anentry-level field employee is given the train-ing and resources to work their way up to anexecutive level position. Whether theemployee begins their career answering

phones or as an oil well firefighter, they couldeventually evolve into leadership positions.”

Rosenstein said another popular perk isSuperior’s discounted stock option, which isopen to all employee levels.

“It gives them that feel of ownership of thecompany,” he said. “It allows employees tobenefit from growth in the company, growththat they have a role in by coming to workevery day.”

Rosenstein said there is a very low turnovermargin at Superior.

“Many of the people that I work with havebeen here as long as I have,” said Rosenstein,who has been with Superior more than 10years. “There is a lot of loyalty and a lot of cama-raderie among employees here.”•

— Robin Shannon

Employees of Superior Energy Services prepare for the annual YMCA Corporate Cup 5K race. From left are: Jessica Vinturela, Laura Held (tying shoe), Ross Burkenstock, Maria Perdue, Porter Nolan, JulieCastex and Brady Bordelon.

Superior Energy ServicesNature of business: energy servicesWhere based: New OrleansEmployees: 896 in New Orleans, 4,600 worldwideAverage starting salary: $39,000Median salary: $51,000Average employment time: five yearsBenefits: health care with 80 percent coverage, dental, visionand prescription plans, paid maternity leave, 401(k) with 50 per-cent match of up to 5 percent of salary, relocation assistance,employee recognition program, subsidized mealsWait time for benefits: nonePaid days off: 27Web site: www.superiorenergy.com

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Mina Morales thought she wanted tobecome a nurse — until she began work-

ing at Zea Rotisserie & Grill.The St. Bernard Parish native started at the

restaurant’s St. Charles Avenue location as asummer job while attending the University ofNew Orleans. She stayed on staff and was pro-moted from server to crew leader to bartender.

Impressed by her professionalism and rap-port with Zea’s customers as a bartender,General Manager Alan Alvarez asked Moralesif she had ever thought about becoming arestaurant manager.

“At that moment in time, I thought aboutwhere my direction in life was going, and I waslike, ‘I really enjoy this company, and I reallyenjoy the restaurant industry,’” Morales said.“So I started key managing, which is kind oflike a manager in training, and I changed mymajor in school.”

Taste Buds Management operates Zea andSemolina restaurants. The New Orleans-basedcompany runs seven restaurants locally and 14across the South.

Like Morales, Marla Chua also saw her path

in life going in a different direction. While inculinary school, her goal was to work under awell-known chef at a five-star restaurant.

“This is the only corporate restaurant Iwould ever work for,” said Chua, who wasrecently transferred to manage Zea’sBirmingham, Ala., location. “The culture thatwe live by is amazing. Everybody who worksfor the company has a main goal in mind.”

Morales, who has worked for Zea for fiveyears and is now the St. Charles location’sevent coordinator, said one of the aspects sheenjoys most about Zea is how open her superi-ors are open to suggestions from employees atall levels.

Taste Buds’ mission statement aims to“encourage innovation by having the freedomto make mistakes.”

Morales recommended her restaurant begindelivering its food and offering off-site cater-ing. Both suggestions have since been imple-mented.

“I’m smart enough to know that CEO ofthe company doesn’t really mean a wholelot,” Taste Buds chief executive Chris

Rodrigue said. “I don’t get a whole lot of con-tact with our guests. The folks that get con-tact with our guests are our servers, the host-esses, the bartenders, the guys and gals inthe back of the kitchen that are cooking thefood. It’s very important to us that we hearfrom those people.”

Taste Buds also offers health care, vision,dental and 401(k) plans to its employees, rari-ties in the restaurant industry.

“The primary focus of the organization is thesimple belief that you take care of the peoplewho take care of the guests and everythingelse will take care of itself,” Rodrigue said. “Wefocus on providing a quality work environmentfor our employees.”•

— Ryan Chatelain

The staff of Taste Buds Management dig into some dishes from Zea Rotisserie & Grill outside of their Oak Street headquarters. From left: Vice President of Operations Paul Hutson, Chef/Owner GaryDarling (holding fork), Chef/Owner Hans Limburg, Director of Culinary Operations Kevin Guidroz, Chef/Owner Greg Reggio (holding spoon) Chief Financial Officer Mary Ford, Marketing Director NancyJeansonne (dusting) and CEO Chris Rodrigue.

Taste Buds ManagementNature of business: casual diningEmployees: 632Average starting salary: $20,010 for hourly employees ($9.60an hour, calculated on a 40-hour week), $45,000 for managementMedian salary: $20,280 for hourly, $52,724 for managementAverage employment time: one year for hourly employ-ees, 2.8 years for managementBenefits: health care with up to 100 percent coverage, dental,vision and prescription plans, 401(k) with up to 4 percentmatch, tuition assistance, continuing education program, relo-cation assistance, telecommuting, flexible hours, employeerecognition program, subsidized mealsWait time for benefits: 30 to 90 daysPaid days off: up to 18Web site: www.zearestaurants.com, www.semolina.com

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A lthough it historically has been one of thecity’s smaller hospitals, Touro Infirmary

has always had a big name in New Orleans.A family-style work environment and close-

ness between employees has created anatmosphere that entices some workers to stickaround for decades.

Take accounts payable supervisor SydneyGonsoulin, who has been with Touro for 38years. Originally starting in the pharmacydepartment, she moved around the hospitaluntil she eventually found a home in accountspayable.

Gonsoulin has been with Touro so long thatshe recalls the pre-computer days of keypunchsystems.

“I’ve now been settled in accounts payablefor close to 30 years, but it feels like I just gothere yesterday,” Gonsoulin said. “I’ve occa-sionally seen people leave Touro, but they alleventually come back.”

In addition to the standard benefits for anemployer its size, perks include up to $4,000 ayear in tuition assistance, an on-site gym andlong- and short-term disability insurance.

The company also offers employee of themonth programs and an employee recognitionprogram, in which employees can recognizeco-workers who exemplify Touro’s values. As areward, those employees receive Touro Bucksthat can be used in the parking garage, café orgift shop.

The hospital also holds a celebration for theemployee of the month, which includes prizessuch as $100, a pair of New Orleans Hornets tick-ets and a reserved parking space for that month.

“People often spend more time at work thanthey do with their own families,” said ChadCourrege, vice president of human resources.“It’s important that they have a place and envi-ronment where they feel comfortable and happy.”

Registered nurse Eva Morris, the patientcare manager of the emergency department,has been with Touro for three years. Morriswas director of a hospital in Ruston for 15 yearsbefore moving to New Orleans where herdaughter had worked for Touro and recom-mended she start her job search there.

Morris said her daughter was so impressedwith Touro in the initial interview that she“never even bothered to look anywhere else.”

Despite being in a new city where shebarely knew anyone, she was warmly wel-comed by the staff.

“I think they’ve really invested in instillingthose values in us, and it pays off in creatingthis supportive team atmosphere,” Morrissaid. “It has given us all a new way of lookingat things.”

Touro also has a strong history of communityinvolvement and participates in more than 100events per year, partnering with such organiza-tions as the American Heart Association, theAmerican Diabetes Association, the Susan G.Komen Race for the Cure and the AmericanCancer Society.•

— Craig Guillot

Holding an old photo of the hospital, Touro Infirmary Archivist Catherine Kahn sits in the wheelchair Brad Pitt used in “The CuriousCase of Benjamin Buttons.” The chair is among the artifacts kept in the hospital’s archives.

Touro Infirmary

Nature of business: hospitalWhere based: New OrleansEmployees: 1,370Average starting salary: $39,823Median salary: $47,840Average employment time: more than six yearsBenefits: health care with 73 percent coverage, dental, visionand prescription plans, unmarried partner benefits, paid materni-ty leave, medical, dental, prescription, unmarried partner bene-fits, 403(b) with 1 percent match, continuing education program,relocation assistance, flexible hours, job sharing, employeerecognition program, fitness program, subsidized mealsWait time for benefits: up to 90 days Paid days off: 26 to 39, depending on years of serviceWeb site: www.touro.com

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When it comes to the college experience,the sense of community and camaraderie

that comes with it is something people cherishfor the rest of their lives.

For the employees of Tulane University, it’s afeeling that extends to their day-to-day workenvironment.

“It’s like being part of a small city within thebigger city of New Orleans,” said Yvette Jones,executive vice president for university relationsand development. “You’ve got young peoplearound you all the time, new ideas and innova-tions. … It’s a vital community that you’re apart of.”

Even for staff members, education is encour-aged; all employees and their immediate familymembers can receive a free Tulane education.

When Jones began working for Tulane 30years ago as a secretary to the president, shehad not yet received a bachelor’s degree. UsingTulane’s tuition waiver, she obtained her bach-elor’s degree and master’s in business adminis-tration, and her daughter graduated from theuniversity in 2000 at no cost.

Employees say Tulane’s administration val-ues everyone’s input. Melinda Viles, graphicdesign manager at Tulane, said President ScottCowen sits in on focus groups every year inwhich employees can voice suggestions andconcerns.

“He weighs what everyone has to say,” Vilessaid.

When employees reach their fifth anniver-sary, as Viles recently did, they receive a giftcertificate to one of 200 stores of their choice.

Employees say the university encouragesthem to tend to their families and personallives.

“Our boss stresses taking time out with thekids,” said Shawn Lege, assistant vice presi-dent for university construction. On severaloccasions, Lege has left work to attend his chil-dren’s sporting events, father/son lunches athis son’s school and other family functions.

As long as he finishes his work, he can takethe time to be with his family. The hours areflexible, and he can work from home if neces-sary, he said.

Career advancement is another perk atTulane, where employees are often promotedfrom within. Lege started as a project managerthen was promoted to director of constructionand eventually his current position. Jones start-ed out as a secretary and worked her way up toan executive vice president position.

Jones said one of her favorite aspects of herjob is getting to know students during theirtime at Tulane, especially when they fall in lovewith the university and want to pursue careersthere. Jones estimates that of Tulane’s 4,100full-time employees, more than one-fourth arealumni.

“Students come here and they want to stay,”Jones said.•

— Fritz Esker

Tulane University employees display their real-life musical talents. From left are: assistant grounds supervisor Artis Lewis, piano; accounting clerk Yolanda Jackson, gospel singer; graphic designer TraceyO’Donnell, guitar; senior associate dean for admissions Dr. Marc Kahn, trumpet; clarinet tutor Robyn Jones; pediatrics professor Dr. Russell Van Dyke, banjo; and associate music professor John Joyce, drums.

Tulane UniversityNature of business: educationWhere based: New OrleansEmployees: 4,100Average starting salary: $30,000Median starting salary: $37,000Average employment time: 11.5 yearsBenefits: health care with 60 percent coverage, dental, visionand prescription plans, unmarried partner benefits, paid mater-nity and paternity leave, 401(k), continuing education program,day care options, paid mileage, employee recognition program,fitness programWait time for benefits: nonePaid days off: 43Web site: www.tulane.edu

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P ietro Della Valentina Jr. is receiving a full-time salary as associate director of student

services at the University of Phoenix whileearning a master’s degree in business admin-istration from the school, tuition free.

On a typical workday, he’s in the office from 9a.m. to 6:15 p.m., goes home for dinner and takescourses online from about 9 p.m. until midnight.

He’s on track to receive his advanceddegree, with a concentration in humanresource management, next November,adding to the bachelor’s degree in political sci-ence he already holds from Loyola University.His savings of $29,000 is significant, consider-ing that he’s still paying for his Loyola degree.

“That one cost me a pretty penny, all worthit,” Valentina said.

Free tuition is one of the favored perks forUniversity of Phoenix employees, who alsovoice appreciation for career advancementand opportunities to play as hard as they work.

Pamela Calonje, an enrollment counselor,became familiar with the university while liv-ing in southern California. Then an executiverecruiter, she found the university well respect-

ed among employers and was impressed withthe university’s opportunities for career growthand continuing education.

“Career advancement is absolutely possiblefor those who prove themselves and want theopportunity for growth,” she said. “The compa-ny is growing continually, which opens upmany possibilities in many directions for thosewho are committed to the same goals.”

Calonje has been in the same position thefive years she has worked for the university butsaid she’s being groomed for a promotion.

“I’ve been given more and more responsi-bility,” Calonje said. “The opportunity’s cer-tainly there.”

Mary Steele, also an enrollment counselor,signed on with the university when it was newto Louisiana 14 years ago and has watched thecompany grow.

“There are ongoing opportunities toenhance your knowledge, aside from the edu-cation benefit, and skill sets via training oppor-tunities,” Steele said. “The company has a pro-fessional development requirement for eachemployee each year, with various resources

available to accomplish this.”Steele has taken courses in organizational

management and appreciates online and cam-pus seminars and periodic performanceassessments.

“It encourages you to keep improving your-self,” she said. “The world does not stop. Itencourages you to keep up with the world.”

With the hard work comes fun times, suchas holiday gatherings, barbecues and commu-nity involvement.

On Halloween, employees of the company’sfour Louisiana campuses gathered at theLafayette location for a party and costume con-test. Calonje created a skit based on the “Dealor No Deal” game show, casting herself asWanda Whoopee, a contestant dressed as awhoopee cushion, with a bald coworker ashost Howie Mandel.

— Diana Chandler

From left: Enrollment Counselor Catherine Tolliver, Arts and Sciences Campus College Chairwoman Sunny Ryerson and Enrollment Supervisor Eric Williams play graduates at the University of Phoenix,Louisiana Campus.

University of Phoenix,Louisiana Campus

Nature of business: higher educationWhere based locally: MetairieEmployees: 126Average starting salary: $38,400Median salary: $42,747Average employment time: four and a half yearsBenefits: health care with 85 percent coverage, dental, visionand prescription plans, 401(k) with 30-cent match for everydollar contributed up to 15 percent, continuing education pro-gram, relocation assistance, telecommuting, flexible hours,employee recognition program, fitness program Wait time for benefits: first of the month after 60 days ofemploymentPaid days off: up to 35.5Web site: www.phoenix.edu

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The bustling theater and in-house library atWalton Construction’s Harahan office serve

as proof of the company’s commitment todeveloping its employees, said office managerAdele Cantavespri.

It’s in these two facilities where employeescan find the resources to hone skills that willhelp them do their jobs better and potentiallylead to promotions with the Kansas City, Mo.-based company that expanded to the NewOrleans area in 2003.

“This company is very aggressive withwanting you to learn, to take courses,” saidCantavespri, who started at Walton as a recep-tionist in 2005.

One reason Walton embraces continuedtraining of its employees is so it can stay aheadof the curve in an industry that is evolving,especially technologically, said DonaldThurlow, senior vice president of operationsand preconstruction services.

“The construction industry has changed andWalton has changed with it, always for the bet-

ter,” Thurlow said. “I like the ability to makethat change happen and be a part of it. I’veworked for other companies that didn’t neces-sarily give me that opportunity. It was just,‘This is the way we’ve done it forever.’”

Employees say they find working at Waltonrewarding because of the types of communityprojects the company pursues.

Walton is restoring Andrew H. WilsonElementary School in Broadmoor, rebuilding 16barracks at Fort Polk and constructing the 19thJudicial Courthouse in Baton Rouge. The com-pany also has built housing in eastern NewOrleans and on the campus of SouthernUniversity at New Orleans.

“There’s never a dull moment with the typeof work we’re doing,” Thurlow said.

Steven Stewart, assistant manager of theWilson Elementary project, said he appreciatesknowing that he’s rebuilding a venerable pieceof the city that was devastated by HurricaneKatrina.

“We got to put this school back together as it

would have looked brand new 100 years agowhen they put it in,” Stewart said.

The school, which is also being expanded, isslated for completion by January.

The strongest aspect of working for Walton,Stewart said, is how the company puts its proj-ect managers in a position to succeed.

“They’ll give you all the tools in your toolboxto allow you to stand out, to give you a certainamount of autonomy, to make decisions andmove things forward and let you be creativewhile working on your job,” he said. “It’s up toyou as an employee to take those tools thatthey’ve given you and move forward and makeyour job successful and your career path suc-cessful.”•

— Ryan Chatelain

From left: Walton Construction Co. project engineer Kurk Alexander, assistant project manager Steven Stewart, working foreman Brandy Knight and human resources/operations administrative assistantCrystal Hellbach show off drawings at Andrew H. Wilson Elementary School, which Walton has been renovating for more than a year.

Walton Construction Co.Nature of business: general contractorsWhere based locally: HarahanEmployees: 145 locally, 400 companywide Average starting salary: $52,171Median salary: $36,286 for labor employees, carpenters andoperators; $68,658 for field employees Average employment time: four yearsBenefits: health care with 90 percent coverage, dental, visionand prescription plans, 401(k) with up to 9 percent match, contin-uing education program, employee recognition programWait time for benefits: six weeksPaid days off: 24-34Web site: www.waltonbuilt.com

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At a time when employee-sponsored med-ical plans are getting harder to come by,

West Jefferson Medical Center employeesreceive 100 percent health insurance coverage.

It’s one of the company’s prime benefits andwhat registered nurse and clinician CherynYoung said is what sets her workplace apartfrom other jobs in the New Orleans area.

“When they talk about their benefits andhealth insurance, no one comes close. It’s thebest in the city,” she said. “If we go to West Jeffphysicians, we don’t have any out-of-pocketexpenses.”

Young has worked at West Jefferson for 11years and said she’s watched the medical cen-ter help a lot of people through crises, espe-cially after Hurricane Katrina.

“There are people who just walk in the clin-ic — suicidal, nowhere to turn, no where to go— and start a program here,” she said. “And inmaybe three to six months they’ve learnedcoping mechanisms that help them get jobs,help them get family therapy. I actually haveletters from people that say if it hadn’t been for

us, they might not have made it through thedevastation.”

Young said it’s her co-workers, as well as thework she does, that make her work satisfying.

Maureen Morris, senior director of humanresources, agrees. She’s been in the workforce for 30 years but has worked at WJMCfor three.

“People here smile at you, make eye con-tact, say hello,” Morris said. “I felt welcomed assoon as I came here, and I still feel that way.”

Morris said she has never seen an organi-zation that is more into fundraising.

“Our employees have devoted a lot of theirpersonal time and resources for these causes,and it’s fun too,” she said.

West Jeff has been involved with nationalcancer prevention, heart association fundrais-ers, community screenings and immuniza-tions. The hospital also has worked withschools and colleges to educate students abouthealth-related careers.

Morris said the center also organizes eventsto help their employees.

Several months back, West JeffersonMedical Center created a challenge toencourage employees to lose weight.Employees put up $10, and whoever lost themost weight during the six-week period wonthe pool of money.

“Even though I didn’t win, I lost 10 pounds,”Morris said. “We got really competitive.”

Laurie Baye, a licensed practical nurse, saidshe likes working at the medical centerbecause it’s community-oriented.

“It’s the smallness of it,” Baye said. “Youhave your big corporations, where with WestJefferson, it’s not a maze.”

Baye said she has a history here as well, andto her, it’s not just a place of work.

“I live here on the West Bank. It’s the hospi-tal I came to as a child, that my parents andgrandparents go to,” she said.•


From left: West Jefferson Medical Center employees Courtney Groue, JoAnn Toval, Paul Griffin, Alaina Wertz, Karen Sherman and Maureen Morris play around with hula hoops outside the hospital’s fitness center.

West Jefferson Medical Center

Nature of business: hospitalWhere based: MarreroEmployees: 1,548Average starting salary: $40,435Median salary: $48,020Average employment time: seven yearsBenefits: health care with 76 percent coverage, dental, visionand prescription plans, 401(k) with 2 percent match, continu-ing education program, day-care options, relocation assis-tance, telecommuting, flexible hours, job sharing, employeerecognition program, fitness program, subsidized mealsWait time for benefits: nonePaid days off: 28 to 56, depending on years of serviceWeb site: www.wjmc.org

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S E V E N - T I M E H O N O R E E

PMOLink’s founders decided from the compa-ny’s onset that if they were successful, they

wouldn’t be the corporate executive fat cats driv-ing in fancy cars.

“We wanted to share the wealth. Our top exec-utives were not going to solely profit off the hardwork of our employees,” said Mark Johnson, chieffinancial officer and co-founder of PMOLink,along with President and CEO Geoff Hingle.

“Every employee has a vested interest in thiscompany and gets their deserved share of thepool,” Johnson said. “All of our profits go back tothe salaries and benefits for our employees.”

The average salary is often the wow factor atthe project and process management profession-al services company, which began operations in2001.

The company’s average starting salary is$84,000, while the median is $108,761. PMOLinkreported $11 million in revenue in 2008.

“It means we’re doing well as a company, andmost of our employees are certified in the projectmanagement solutions they provide to ourclients,” Johnson said. “We’re in the business ofattracting a high-quality work force, so our salaryand benefits packages have to be competitive.”

PMOLink, which also has an office in SanAntonio and a subsidiary in PMOLinkGovernment Solutions Inc., serves clients in theUnited States and Canada, including six Fortune500 companies.

Because of constant upgrades and complexproject management software programs in theindustry, Johnson said PMOLink gives employees$1,500 annually for training, professional certifica-tions and online classes, plus additional assis-tance upon request. There is a $1,500 bonus for

1s m a l l c o m p a n i e s

S I X - T I M E H O N O R E E

PMOLink

Nature of business: project and process managementWhere based: MandevilleEmployees: 48Average starting salary: $84,000Median salary: $108,761Average employment time: four and a half yearsBenefits: health care with full coverage, dental, vision, prescrip-tions, 401(k) with 4 percent match, continuing education, relocationassistance, telecommuting, flexible hours, job sharing, employeerecognition program, subsidized mealsWait time for benefits: nonePaid days off: 36Web site: www.pmolink.com

From left: Senior consultants Ken Buck and Peter Burk, President/CEO Geoff Hingle and senior consultant Courtney Rive gather in the PMOLink office.

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passing the Project Management Professional exam.“Every single thing PMOLink does is to invest in

their employees and make them better because thebetter and more qualified they make us, the more wecan handle for our clients,” said Angela Nelson, whoworked her way up from billable consultant to a projectmanager.

The company also pays employees’ annual dues andmonthly meeting fees for professional organizations.

Employees can also nominate any of their co-work-ers for the company’s quarterly Golden Link Award foroutstanding achievement. The winner receives $200and an engraved award.

Events at PMOLink include a monthly movie nightthe first Thursday of every month with popcorn, pizzaand drinks at the corporate office.

PMOLink conducts most of its events at its 2001Lakeshore Drive headquarters in Mandeville, which isthe historic, 187-year-old Justine Plantation overlook-ing Lake Pontchartrain. The company moved thereafter Hurricane Katrina destroyed its West End head-quarters in New Orleans.

“It’s so nice to have a place for events, and it doesn’tseem like you’re having it at a business,” said GeorgineBerthelot, director of training and engagement manager.

“We have a lot of people working in various placesand telecommuting, and the company does a great jobof consciously bringing people together and providinga good time.”•

— Tommy Santora

Right: PMOLink employees take a break on the office’s front porch over-looking Lake Pontchartrain.Below: PMOLink employees stand on the staircase of their Mandevilleheadquarters, which is the historic, 187-year-old Justine Plantation Home.

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There is no revolving door at Heller, Draper,Hayden, Patrick & Horn. Rarely do

employees leave the downtown New Orleanslaw firm, which specializes in bankruptcy andcommercial and insurance litigation, to pur-sue other career opportunities.

“It shows people enjoy working here,” saidpartner Tristan Manthey, who joined the firmas a law clerk in 1996. “It shows that it’s asought-after place to work at.”

Since paralegal Roxanne Holden was hiredsix years ago, only two new employees havejoined Heller Draper, which has 36 full-timeworkers.

“Really and truly, it’s hard to even get yourfoot in the door because there’s nothing as faras turnover,” Holden said. “I’m going to diehere. They’re going to have to push me outthe door. Other people I know at other firms,they’re continuously saying, ‘Roxie, let meknow if there’s an opening.’”

Employees said they enjoy the firm’s light,family-like atmosphere and its compassiontoward its workers’ responsibilities outsidethe office.

“My first year here working for HellerDraper, everything in the world that couldhave possibly happened, happened,” Holdensaid. “From the death of my brother to my dadhaving three or four (heart) attacks to my son

getting rushed to the hospital. Here I amthinking, ‘Any day now they’re going to callme and they’re going to let me go,’ becausethat’s what law firms do.

“Because they were as good as they wereto me and were very understanding, it makesyou want to do better for them. It makes youwant to work harder for them because theyare a great bunch of people.”

Manthey said he has had opportunities towork for other law firms.

“But I can tell you unequivocally that I’m gladI stayed with Heller Draper because it is a firmthat truly cares about its employees,” he said.

“Something else that I think is important tonote is the amount of people that come back.A lot of times people think the grass is green-

er at another place, and the one or two peoplewho have left through the years have madetheir way back because they know how spe-cial this place is.”

One of those employees is legal assistantJoLynn Marino, who began working at HellerDraper in 1983. She left the firm from 1998 to2000 for a part-time position elsewhere.

“I cried on my last day here because I did-n’t want to leave,” she said.

“If someone is out sick, we will call on theweekend,” Marino said. “We will call to checkto see how somebody’s child is doing orsomebody’s husband is doing. To me, that’ssomething extra that other places don’t have.It’s just a closeness.”•

— Ryan Chatelain

From left: Heller Draper Hayden Patrick & Horn employees Sandy Albert, Bernerd Berins and Lee Ann Wright wrap Christmas presentsfor needy families.

2 3Heller DraperHayden Patrick& Horn

Nature of business: law firmWhere based: New OrleansEmployees: 36Average starting salary: $28,000 to $48,000 for staff,$75,000 for attorneysMedian salary: $45,000 for staff, $362,000 for attorneysAverage employment time: 12 yearsBenefits: health care with 87 percent coverage, dental, visionand prescription plans, 401(k) with 5 percent match, paid mater-nity and paternity leave, day care options, telecommuting, flexiblehours, job sharing, employee recognition programWait time for benefits: nonePaid days off: up to 32 holiday and vacation days, 10 sick daysWeb site: www.hellerdraper.com

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The Perez headquarters is broken down intofour studios: Planet of the Apes, Old

Marigny, the Island of Misfit Toys and the cor-porate office, Afghanistan, which is in the samebuilding but offset from the design studios.

“They’re just fun nicknames we applied toeach branch of the company. Each studio hasits own vice president, and the teams worktogether to make the company run smoothly,”said Darrell Cherry, vice president of businessdevelopment. “I’m in Afghanistan. It’s kind offunny when you see the names around here.”

The New Orleans-based architecture andinterior design firm has been in business since1940 and has seven offices nationwide, design-ing buildings and landscape architecture for anumber of industries.

Perez employees also provide pro bono workfor organizations and events such as theCanstruction fundraiser and City-Works, a non-profit dedicated to rebuilding New Orleanspost-Katrina and founded by Perez PresidentAngela O’Byrne.

To encourage community work, Perez paysemployees’ annual dues for a membership ofchoice if it’s job related.

“Our community work is very important tous an organization, and that stems from Angelaand her involvement in the community and hertrying to help rebuild this city anyway she canafter Katrina,” Cherry said.

In 2007, Senior Project Manager RodneyDionisio helped design the 4,400-square-footFamily Center for the New Orleans Missionafter the original facility was destroyed inflooding from levee breaches after HurricaneKatrina. The family center is a transitional liv-ing facility for single women with up to fourchildren.

“It means a lot to do that kind of work andgive back to the community,” Dionisio said.“It’s important to be part of a widely respecteddesign firm because we are able to get qualitywork and get interesting projects to work on.”

Audra Martin, a licensed interior designer,got to see her work come to fruition when shehelped design FireKeepers Casino inBattlecreek, Mich. Perez paid for Martin andher group to visit the casino’s opening.

“That was a great experience to see yourdesign plans come to life, especially in anoth-er city and state like that,” Martin said. “Wehave a lot of design control here on any proj-ect we work on, and I find our opinions arealways valued.”

Perez pays for full health care coverage for

employees and 100 percent of the premiumfor a $25,000 life insurance policy. Employeescan receive bonuses every fourth monthdepending on cash flow. And Perez reimburs-es employees who obtain certification in pro-grams such as Leadership in Energy andEnvironmental Design.

Every year, for about 20 years now, Perez haspaid for employees to attend Jazz Fest as agroup and gives $20 spending money to everyemployee. Other gatherings include potlucksfor holiday parties, an annual catered pool partyat the president’s house and participation in aweekly volleyball league at Coconut Beach.

“We’re not that good, but everybody has agood time,” Cherry said.•

— Tommy Santora

Perez employees splash around in the fountain at Piazza d’Italia. Front row, from left, are: Office Director Penny Marcel, architectsMeredith Sugg and Audra Martin and graphic designer Tim Banfell. Back row, from left, are: architects Joe Crowley and ChristianPazos and President and CEO Angela O’Byrne.

3Perez

Nature of business: architecture, interior design, landscapingservicesWhere based: New OrleansEmployees: 43Average starting salary: $44,000Median salary: $60,000Average employment time: two yearsBenefits: health care with 100 percent coverage, dental vision andprescription plans, 401(k) with 1 percent match, continuing educa-tion program, relocation assistance, telecommuting, flexible hoursWait time for benefits: about one monthPaid days off: 25Web site: www.e-perez.com

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The staff of Deveney Communication,located in a small, private complex of stu-

dio apartments in Faubourg Marigny onChartres Street, could be confused with amorning coffee gathering of friends or the 5o’clock neighborhood cocktail hour on thebalcony.

President John Deveney said that intimateatmosphere goes a long way in translating theculture of the small, boutique public relationsfirm he built in 1996.

“New Orleans has as rich a culture as theycome, and what makes us one of the bestplaces to work in this city is the way weembody that culture and exude pride in ourown culture within the confines of the work-place,” Deveney said. “We have the benefit ofworking out of one of the most cultural neigh-borhoods in the city, and we use that to ouradvantage to function more as a family than asa company — enjoying coffee together in themorning, sharing personal stories at lunch andcelebrating professional success or even thearrival of the weekend with get-togethers at theupstairs studio apartment.”

Deveney Communication has been named

one of the top five boutique public relationsfirms in America by PRWeek magazine, and itsclients include Barnes & Noble, Starbucks, theAudubon Insectarium, the New Orleans BoatShow, the Young Leadership Council, PlanetBeach and Ruth’s Chris Steak House. The com-pany also performs pro bono public relationswork for organizations such as Each One SaveOne, March of Dimes, NO/AIDS Task Force andChildren’s Hospital.

Health care is covered 100 percent atDeveney, including co-pays and prescriptions.The company also provides $1,000 per year fordental services and $250 per year for visionservices.

There are possible merit increases in pay,bonuses based on exceeding performancegoals and expectations, 100 percent paid con-tinuing education and paid mileage.

Every January, employees travel toRosemary Beach, Fla., for a weekend ChargeRetreat to discuss goals met in the previousyear and objectives for the year ahead.

“It’s a good opportunity to get everyone onthe same page and look at the year ahead andalso look at our accomplishments,” said Vice

President Lisa Fedele, who joined Deveneythree years ago after running her own designand marketing business for 10 years.

“John does a really good job of letting peopleplay to their strengths, and I have had manyopportunities to make company business deci-sions and that means a lot to me as a formerbusiness owner. You have a lot of autonomy inthe work you do.”

Another employee gathering that has grownpopular over the past year is Fried ChickenFridays.

“Every Friday, an employee goes out andgets a spread of food. Often it’s a big bucket ofchicken, and we work while we hang out andeat lunch together, said Vice President JeffreyOry, who has been with the company since itsinception in 1996. “It’s become a traditionaround here.”•

— Tommy Santora

Clockwise from bottom left: Anna Whitlow, Lisa Fedele, John Deveney, Lauren Overby and Jeffrey Ory of Deveney Communication sit on the stairs of the firm’s Faubourg Marigny office.

Deveney CommunicationNature of business: public relationsWhere based: New OrleansEmployees: 10Average starting salary: $46,000Median salary: $75,000Average employment time: seven yearsBenefits: health care with 100 percent coverage, dental, vision andprescription plans, continuing education program, telecommuting,flexible hours, employee recognition program, subsidized mealsWait time for benefits: nonePaid days off: 21 with unlimited sick daysWeb site: www.deveney.com

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3925 N. I-10 Service RoadSuite 201-BMetairie, LA 70002

504.456.3119Fax 504.456.3122

www.husemanllc.com

Nominated as one of

Knowledgeable Friendly Team + Quality Product & Services + Satisfied & Successful Clients =

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To our employees...

Thanks!

Nobody does it better.PMOLink would like to thank our great employees, who made us one of

the “Best Places to Work in New Orleans” six years running!

Just imagine what they could do for your company.

Contact us at 985-674-5968 or www.pmolink.com.

Gray Childs Georgine Berthelot Rana Carr Eddie Dove

Deborah Gonzales Geoff Hingle Angela Nelson Blake Powell

Dean Wilson Fern Parness Mark Johnson Charles Rosen

Lee Pearson Paulette Whitaker Peter Burk Ken Buck

Marshall Conway Sally Lisso Tonia Griffin Tom Wilder

Dan Pruitt Tim Butler Don Roy Drew Nienhaus

Courtney Rive Mitch Hanks Dean Holden

Robert Grayson Josh Bryant Gerard Cox

Johnathan Ha Vic Helbling Patricia Thomas

Brook Wozniak Demetris Demetriou Brad Buonasera


Every new employee at Fleur de LisFinancial/MassMutual hears two presen-

tations: the Lou Holtz speech and the Joharispeech.

The first is a summary of a popular talk bythe former Notre Dame football coach thatcenters on his use of the acronym TLC — fortrust, love and commitment — to explain thesecret to building relationships.

The other speech is an introduction to theJohari principle, a psychological tool developedin 1955 by Joseph Luft and Harry Ingham toanalyze interpersonal relationships.

The lesson drummed into new recruits inthe presentation is how trust and feedbackenhance the work environment.

Fleur de Lis President and CEO HomerFouquier said he has adopted the Holtz andJohari philosophies as his own.

“I normally leave my door wide open,” saidFouquier, adding that the company also con-ducts periodic anonymous surveys of employ-ees to encourage feedback.

The boss’s management style has already

made an impression on Greg Core, a financialservices representative who joined the com-pany in July after a long career in managinggolf club facilities.

“He’s willing to go on any appointmentswith you at any time,” Core said. “He’ll adjustyour schedule, which is very important, espe-cially for a new producer like me.”

The firm’s on-the-job training and supportsystem is another plus for Core, who sells avariety of insurance products.

“When I wrote my first application, the newbusiness coordinator, compliance managerand office manager all got with me to makesure that I did it correctly and felt comfortabledoing it,” Core said.

Cham Mehaffey, senior vice president ofagency sales and Core’s supervisor, cameaboard in early 2005, bringing 25 years ofexperience in the insurance industry.Mehaffey said he was attracted by the free-dom Fleur de Lis Financial offered him tomake hiring decisions and by the company’smethod for training new agents.

Fleur de Lis Financial/Mass Mutual uses atightly structured three-year training programthat pairs each new salesperson with a manager.

“The whole day is planned out for each ofthe first 90 days,” Mehaffey said.

The goal of the training program is to passalong some of the many years of collectiveknowledge that company veterans possess.

“It’s very important that (agents) are sur-rounded with a support team and a mentor-ing environment,” Fouquier said.

Mehaffey, who pointed out that most of thecompany’s managers were hired either justbefore or soon after Hurricane Katrina, saidtheir shared challenge of helping the compa-ny rebuild has had a positive effect on theirworking relationships.

“I guess tough times allow for great rela-tionships to evolve when you go throughthem together,” he said.•

— Sonya Stinson

Employees of Fleur de Lis Financial/MassMutual gather around their namesake symbol. Front row, from left: Sang Nguyen, associate; Grant Collier, New Orleans brokerage director; Sam Hebert, BatonRouge sales manager; Cham Mehaffey, New Orleans sales manager; and Gary Roth, associate. Back row: Christopher Bellew, Mississippi sales manager; John Oubre, recruiter; John Jabbia, Baton Rougebrokerage director; Xavier Angel, associate; Greg Core, associate; and Homer Fouquier Jr., president and CEO.

Fleur de Lis Financial/MassMutual

Nature of business: financial servicesWhere based: MetairieEmployees: 40Average starting salary: $36,000Median salary: $60,000Average employment time: more than five yearsBenefits: health care plan with 50 percent coverage, dentaland vision plans, 401(k) with 3 percent match, continuing edu-cation program, job sharing, employee recognition program,fitness programWait time for benefits: nonePaid days off: 25Web site: www.fleurdelisfinancial.com

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People are never more vulnerable than whentheir loved ones are in danger.

Jerry Gauthier, head of accounting at the lawfirm of Gauthier, Houghtaling & Williams, faceda stressful situation in 2006 when her husbandhad to undergo cancer treatments at M.D.Anderson Cancer Center in Houston.

In 2007, the grandmother of paralegalDanielle Bogan fell ill in New York, requiringBogan had to spend eight days with her.

Both employees received all the time off theyneeded. The only questions asked were inregards to their personal well being. JerryGauthier, no relation to the firm’s late foundingpartner Wendell Gauthier, was allowed to workfrom Houston while tending to her husband.

Bogan, a New York native, calls her co-work-ers her family in New Orleans. When she had tospend two months in Florida to work on a trial,

fellow employees helped take care of her dog.Because of the nature of trial work, the entire

office will often spend long hours in the officetogether while prepping for a case, which canbuild loyalty.

“We look at it as a football game,” adminis-trator Chuck Jouandot said.

If the necessary work is finished at the end ofthe week, the firm will shut down before 5 p.m.on Fridays. Employees are treated to pizza andfried chicken about every six weeks, and it’snot unusual for the office to buy employees adaiquiri at the end of a stressful week.

Twice a year, the firm rents a limousine andbuys the office lunch before giving them therest of the afternoon off. The firm also has asuite at the Superdome for Saints games, andinterested employees and their spouses usuallygo to one game a season.

“We do little things to allow employees to letloose and relax,” Jouandot said.

Employees also make time to give back tothe community. It’s not a small delegation oftwo or three people, employees say, as every-one gets involved. This year the firm worked ona project with the Build-a-Bear Workshop anddonated the 20 stuffed bears to children atOchsner Medical Center just before Christmas.

Such activities have fostered employee loy-alty. Gauthier, who has been with the firm for 25years, lives on the North Shore but said she hasno qualms about making the 37-mile drive towork every day.

“There’s no place I’d rather work than here,”she said.•

— Fritz Esker

Gauthier, Houghtaling & Williams employees hold stuffed animals they made at the Build-A-Bear Workshop to donate to children at Ochsner Medical Center. Front and center are the firm’s partners JohnHoughtaling, left, and James Williams. Not pictured is partner Celeste Gauthier.

Gauthier, Houghtaling & Williams

Nature of business: law firmWhere based: MetairieEmployees: 33Average starting salary: $40,000Median salary: $45,000 for staff, $200,000 for attorneysAverage employment time: eight and a half yearsBenefits: health care with 100 percent coverage, prescriptionplan, 401(k) with 3 percent match, paid maternity leave, continu-ing education program, day care options, telecommuting, flexiblehours, employee recognition programWait time for benefits: nonePaid days off: 43Web site: www.ghwlegal.com

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Employees of joint firms Hal CollumsConstruction and Central City Millworks

don’t have a problem with the struggles associ-ated with working for a small business, which isoften synonymous with more work and fewerbenefits. To the contrary, many of them say theyare happier there than they have ever been.

Owner Hal Collums is a cancer survivorwhose experience has given him a new appre-ciation for life and everyone’s contributions,employees said. Each day, he shakes eachemployee’s hand and thanks them for doing agreat job and being part of the team.

“People ask me, ‘Do you ever get tired ofworking at the same place?’ and I say, ‘No, it’sgreat! Do you ever get tired of your family?’”said Yeni Salinas, administrative assistant.

Salinas said she walked out of the office withtears of joy in her eyes the day she was hiredafter moving from New York to New Orleanswith few skills or connections.

“I would always be grateful for that,” shesaid. “I was broke, and I had no family here.

That just shows what a good person Hal is andwhat kind of a company he runs.”

Salinas is not the only person who refers tothe joint companies as her family.

“As you grow, the company grows. And asthe company grows, you grow,” said JohnathanAnselmo, operations manager. “It’s like baby-sitting someone’s child or raising your own.”

Anselmo compared working at a small busi-ness to a profit-sharing venture.

“The more you put in, the more you get back.” That also means his co-workers pick up the

slack when he’s dealing with a lot, and viceversa.

“That’s good stability for me,” he said.Nairne Frazar, project estimator, said what

the construction industry lacks in security, itmakes up for in work satisfaction.

“New Orleans has a great housing stock,”she said. “The housing stock has been here for100 years, but we get to put it together for thenext 100 years.”

Frazar said it’s exciting to come to a office full

of “young, talented and driven” people and be apart of restoring parts of New Orleans’ history.

“This is the first office I’ve ever worked inwhere everyone wants to help each other,” shesaid. “Because it’s a small office, we all do somuch more than our job descriptions. But youdon’t do it because you have to, you do itbecause you enjoy it. You learn from everyoneand you’re always learning new things.”

Frazar said not to overlook one of the bestperks of working for Hal Collums: Employeesare allowed, and encouraged, to bring theirdogs to work. Frazar has two basset hounds shebrings to work every Friday, and on any givenday they may have five to eight dogs roamingthe office and mill shop.

“Contractors sometimes get a bad reputa-tion, but everyone here really does care,” Frazarsaid.•


From left: Silvana Lemos, Hal Collums, Lawrence Falencki, Bryon Cornelison and Leah Collums Glade peek through a window pane produced by Hal Collums Construction and Crescent City Millworks.

Hal Collums Construction/Central City Millworks

Nature of business: residential renovations/millworkWhere based: New OrleansEmployees: 45Average starting salary: $22,000Median salary: $50,000Average employment time: eight yearsBenefits: health care with 75 percent coverage, dental, visionand prescription plans, paid maternity leave, flexible hoursWait time for benefits: nonePaid days off: 17Web site: www.centralcitymillworks.com

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Having a flexible schedule has paid off forStewart Sheng, who started training to

become a producer with Hartwig Moss InsuranceAgency last year and joined full time in June.

But during his training, Sheng worked fulltime as a teacher and helped his wife CynthiaLee-Sheng campaign for and win a JeffersonParish Council seat.

“They were very understanding of my per-sonal situation during that time, and theyworked with me on my time allowance,”Stewart Sheng said. “It’s really the intangiblesthat impress me the most and the relationshipI have developed with the Moss family.”

Hartwig Moss is has been family-ownedand operated by five generations spanningthree centuries.

“It’s the only job I ever had, and I wouldnever go anywhere else,” said Cleve Daigle,vice president of Hartwig Moss InsuranceAgency and an employee since 1976, when hebegan as a sales trainee.

Cleve Daigle’s father, C.J. Daigle, also servedas vice president during his 40 years with thecompany.

In 1871, Hartwig Moss founded the agency,

which provides commercial and personal prop-erty and casualty insurance. Robby Moss, whorepresents the Moss family’s fifth generation,now runs the company as president.

“The company has a strong reputation andhistory as a family business with close-knit ties,and it was brought up in a time and era to getbusiness done the right way for your clientsand treat your employees right, and those tra-ditional philosophies have stuck,” Daigle said.

Employee longevity is a byproduct of beinga family business, said Daigle, with employeesaveraging 10 years of service.

“We really give employees every tool theyneed to be successful. It’s just a matter ofhow hard you want to work,” he said. “Everyday we are investing in our staff and encour-aging further certifications and payment foreducation for employees to pursue those des-ignations to better serve their clients and tobetter themselves.”

The company pays the full cost of employ-ees’ health, dental, prescription, vision andshort- and long-term disability insurance andoffers tuition assistance, continuing educationreimbursements and paid mileage.

Hartwig Moss also has several employeegatherings throughout the year, including anannual state of the union address on how thebusiness is doing; in-office holiday parties inwhich upper management does the cooking;an annual Rock n’ Bowl event to mark theHurricane Katrina anniversary; and communi-ty activities with employee volunteer time andmoney going to organizations such as theLouisiana Children’s Museum, Touro Infirmary,Freedom Alliance-Support Our Troops and theGulf Restoration Network.

“It seems like we’re always getting togetherto do things, either just to be with each other orto do things for each other,” said Amber Hebert,a customer service representative who has beenwith the company for six and a half years andcommutes an hour and a half from Raceland.

“We have wedding showers, baby showers,showers for employees to replace things theyowned that they lost after Katrina,” she said.•

— Tommy Santora

From left: Hartwig Moss Insurance Agency employees Stewart Sheng, Laura Biggs and her mother Holly Biggs, and Stacey Giardinn serve up bread pudding at a company office party.

Hartwig Moss Insurance Agency

Nature of business: insuranceWhere based: New OrleansEmployees: 45Average starting salary: $38,851 for staff, $168,000 forproducersMedian salary: $44,500 for staff, $172,000 for producersAverage employment time: 10 yearsBenefits: health care plan with 100 percent coverage, dental,prescription and vision plans, paid maternity leave, 401(k),continuing education program, flexible hoursWait time for benefits: 30 daysPaid days off: 28Web site: www.hmia.com

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Staff members at Huseman and Associates— consulting mechanical, electrical and

plumbing engineers — do a lot more togetherthan pore over designs at their Metairie head-quarters.

“We have contests in the office to see whomakes the best red beans and rice,” said JameyLogrande, mechanical group director at the 13-person firm. “In the summer, it’s shrimp andcrawfish boils at each other’s homes, and we’vegot a bowling tournament coming up soon. Ouryear ends with a blowout in the FrenchQuarter,” including holiday gifts, food, drinkand games such as scavenger hunts.

And there are other activities throughoutthe year.

“Our fishing trips are the best of times andthe stories last forever,” said Charlie Boyle, sen-ior mechanical engineer.

Logrande said staff members are encour-aged to do their utmost, but the group containsno big egos or prima donnas.

“We all back each other up and there’s no ten-sion in the office between employees,” he said.

Renea Joseph, office manager, said ownerJeffrey Huseman stands behind each employee.

“Everyone is expected to really think critical-

ly and go the extra distance, but there’s a safe-ty net if we run into difficulty,” she said. “Themechanical and electrical departments cross-train with each other. And we are all given avoice in important matters.”

Joseph recalls hearing a colleague across thehall answering a call from a recruiter. The col-league told the recruiter he had “absolutely nointerest in leaving the company and to callsomeone else.”

The only two employees to leave since thefirm started in 2005 did so for Katrina-relatedreasons, she said.

In 2005, owner Huseman recruited employeesfrom Lace Engineering, which has since movedto Indianapolis, and added to the original group.

Employees say there’s a compatible mix ofoffice personnel.

“Jeffrey Huseman considers education andskills when hiring, but a prospective employeemust also be a good personality fit for theteam,” Joseph said.

Boyle said employees from Honduras, PuertoRico and India enhance the firm. And out ofrespect for the staff’s religious and ethnic diver-sity, employees receive a floating day off to cel-ebrate a holiday of their choice each year.

When the office is under the crunch of dead-lines, “Jeffrey has me order in some really goodfood for everyone’s lunch, or for dinner if weneed to stay a bit late,” Joseph said.

Among the firm’s many benefits, Husemanencourages the staff to attend training semi-nars, obtain needed licensing and join profes-sional groups at the company’s expense.

Huseman’s cohesive staff is good for the bot-tom line, employees say. Clients include TulaneUniversity, high-rise buildings downtown andNorthrop Grumman. The firm also is workingon Orleans Parish Prison projects.

“Clients know our staffers are available forproblem resolution around the clock,” Josephsaid. “That’s helped us build a spotless reputa-tion in just over four years, and most of our newbusiness is by word of mouth.”•

— Susan Buchanan

Huseman & Associates mechanical department head Jamey Logrande, left, serves up white rice while mechanical engineer Pedro Gomez and owner Jeffrey Huseman dish out red beans. Renea Joseph,standing with loaves of bread, prepared the meal for her co-workers.

Huseman & AssociatesNature of business: electrical, mechanical and plumbing con-sulting engineers Where based: MetairieEmployees: 13Average starting salary: $59,000Median salary: $75,000Average employment time: four years (company founded in2005)Benefits: health care with 100 percent coverage, dental, visionand prescription plans, 401(k) with 3 percent match, continuingeducation program, relocation assistanceWait time for benefits: 90 daysPaid days off: 25Web site: www.husemanllc.com

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Felicia Fernandez likes selling the practicaland trendy kitchenware Loubat Equipment

Co. offers. But what she finds most satisfying is talking

to her customers, many of whom comethrough the doors of Loubat’s showroom at4141 Bienville St. on a regular basis.

“They give us feedback,” said Fernandez ofLoubat’s loyal clientele. “I can ask, ‘How did thatunder-counter refrigerator work for you?’ and I’llknow right away whether we hit the target.”

In return, chefs and restaurateurs who reg-ularly congregate in Loubat’s showroom areconstantly prodding the staff for informationand details on the latest commercial kitchenproducts.

“Maybe they saw something when theywere on a trip to New York. They don’t know theexact name and can only describe it, and thenwe research what it is they are looking for,” saidFernandez. “It’s an exciting process, especiallywhen you find exactly what they want.”

And getting to know customers makes the jobmore enjoyable on a social level, employees say.

“We have a good customer base,” said JudyWatterman, sales manager with Loubat, whohas been in the food service industry for morethan three decades. “They can be chefs, pur-chasing agents, people from schools and hos-pitals — basically anybody who is from a facil-ity that serves a food product.”

“And because this is such a specialty busi-

ness, we really get to know our customers,”Watterman said. “It isn’t like a more typicalretail operation where it is one customer afteranother. This is more a situation where you getto know the customer as a person. And I thinkthat very much adds to the environment thatwe have here.”

“We are always busy here,” said DavidYbarzabal, Loubat warehouse manager, whopoints out that those showroom conversationslead to orders his department fills. “It’s funbecause the idea always is: If we don’t have it,we will get it for you,” he said.

“I like those kinds of challenges,” saidYbarzabal, who works with a staff of four. “Wehave things coming in and going out all of the

time, and that keeps us hopping, which is good.”But beyond the business of the day, Ybarzabal

also appreciates Loubat because “they treat youlike an individual. You are not just an employeehere. We have good benefits and get a paid hol-iday for our birthdays. And several times a yearthey even treat us to lunch,” he said.

Massages and snowball days, Halloweencostume parties, a $250 employee finder’s feeand door prizes at company meetings are a fewof the extra bonuses designed to boost moralethroughout the year.

“Those are the kind of things that make youfeel like they care about you, and that means alot,” Ybarzabal said.•

— Garry Boulard

From left: Loubat Equpiment Co. employees Aimee Sandrock from purchasing and Erin English and Felicia Fernandez from sales pre-pare a faux feast.

Loubat Equipment Co.

Nature of business: food service equipment and suppliesWhere based: New OrleansEmployees: 19Average starting salary: $21,000Median salary: $30,000Average employment time: five yearsBenefits: health care with 60 percent coverage, dental, visionand prescription plans, 401(k) with 6 percent match, day careoptions, employee recognition programWait time for benefits: three monthsPaid days off: 27Web site: www.loubat.com


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Not too long ago, PPOplus found itself in aposition many companies have faced

recently: The firm was not in a position to giveout raises.

“So instead of just saying no raises, they gaveus more paid time off to compensate,” saidToma Ferrari, a provider services coordinator.

Ferrari said the company has been extreme-ly generous with offering time off from the dailygrind so employees can “refresh and recharge.”

“Also, if anything comes up at home, man-agement allows you to take off right away for aslong as you need. The management truly lis-tens to the employees.”

With a staff of just 16 full-time employees,those who go to work every day describe theenvironment as one big happy family.

“There is no bull,” said Lori Tully, seniorprovider services representative. “If you ask aquestion or pose a concern, the managementstaff handles it immediately. They really care

about the people.”Tully, who has been with PPOplus for nine

years, said the atmosphere is vastly differentfrom places she has worked in the past.

“It has been good from the beginning,” Tullysaid. “We are a small company with a good core ofpeople. The owners play a big role in the relaxedatmosphere. Employees are not micromanagedwhile on the job. It makes it easier to work.”

The company’s commitment to its employ-ees is particularly meaningful to client servicesmanager Stephanie Booth-McGinnis.

A little more than a year ago, Booth-McGiniswas pregnant with her first child at the sametime her husband was preparing for a 15-monthdeployment to Afghanistan.

“The company really took care of me,” Booth-McGinnis said. “They let me have as muchtime off as I needed to spend with him beforehe took off overseas. They also gave me greatmaternity leave and offered me extra time to

take care of everything. The management hada sincere personal interest in me. That is theway it is for everyone.”

“You want to give your all when you come towork here,” she said.

Tully said management regularly celebratesemployee birthdays and often gives extra timeoff around holidays.

“Occasionally, management will say that it issuch a nice afternoon outside that they areshutting the doors early and giving everyonethe rest of the day off,” Tully said. “There are nottoo many places that will do that.”•

— Robin Shannon

Employees of PPOplus celebrate the company’s 10th anniversary. Seated, from left, are: Sue Hymel, Beth Decuers, Stephanie Booth-McGinnis and Lori Tully. Back row, from left, are: Sharon Reiser,Stephen Boyd, Missy Senner, Toma Ferrari, Michele Rogers, Theresa Theriault, Angela Roche, Annette Scott, President Catherine Hill, Nan Wallis and Kelly James.

PPOplusNature of business: preferred provider networkWhere based: New OrleansEmployees: 16Average starting salary: $30,000Median salary: $45,000Average employment time: eight yearsBenefits: health care with 80 percent coverage, dental, visionand prescriptions plan, 401(k) with 3 percent match, paidmaternity leave, telecommuting, flexible hours, employeerecognition programWait time for benefits: nonePaid days off: 27Web site: www.ppoplus.com

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Jeans and flip-flops is the acceptable officedress code at The Receivables Exchange.“We trust our employees to know how to

present themselves in the right circumstances,so if they’re meeting with clients, then theydress nicely. If they are just hanging around theoffice getting work done, then jeans and flip-flops are fine. I want them to be comfortableand feel comfortable,” said President NicPerkin, who co-founded the online accountsreceivable marketplace on Camp Street withpartner Justin Brownhill.

Perkin and Brownhill started TheReceivables Exchange in April 2007 as anonline portal for small and medium-sized busi-nesses to gain quick access to working capitaland provide growing companies with businessfinancing. The company started with fiveemployees; it now has 40.

“We offer instant gratification to our employ-ees. They are in an intense, trading value envi-ronment every day, and they can see their workcome to fruition each day by helping businessesand their clients,” Perkin said. “That constantsense of accomplishment is important to people.”

Though still in its infancy, the company hasreceived several accolades. In May, TheReceivables Exchange was named the BestWeb-based Supply Chain Financing Solutionby Global Finance magazine. In 2008, the com-pany was selected as one of the Top 50Entrepreneurial Companies at the New YorkVenture Summit. And in 2007, it won theLouisiana Technology Council Award forTechnology Transfer Company of the Year.

“I used to work for a fast-paced, high-profilestartup company in Silicon Valley, and I washappy to find the same kind of setting here inNew Orleans,” said Laurie Azzano, senior vicepresident and head of marketing. “It’s spiritedand intense interaction of daily trading and cap-ital, and it’s exciting to build a small companyfrom the ground up to be a successful one.”

Upon hire, employees receive 100 percentpaid premiums for health, dental, prescription,vision, short- and long-term disability, and lifeand personal accident insurance for themselvesand their families.

“When you want people to be invested inyour company, you also have to be invested in

their quality of life and provide for them a greatplace to work and the resources for their lifeoutside of work,” Perkin said. “That’s our phi-losophy. We need to take care of the people whowork for us.”

In addition to 27 paid days off, newlywedemployees receive two weeks of paid vacationfor their honeymoons. Full-time employees alsoreceive stock options, cell phone reimburse-ment and up to $1,500 a year in tuition assis-tance.

“We all have shares and stock in the compa-ny, so everybody has a vested interest,” saidChristian Sauska, a sales director who startedat The Receivables Exchange in February2008. “The best benefit of working here is tohave the opportunity to play a big role in thedirection of the company and be a part of acompany growing.”•

— Tommy Santora

From left: Robert Piper, Jesse Henry and Tiffany Monier of The Receivables Exchange play tug-o-war with the Sales Associate of the Month trophy, which goes to the employee with the highest sales mark.

The ReceivablesExchange

Nature of business: financial exchangeEmployees: 40Where based: New OrleansAverage starting salary: $35,000Median salary: $50,000Average employment time: one and a half years (companyfounded in April 2007) Benefits: health care, dental, prescription and vision 100 per-cent, unmarried partner benefits, 401(k), continuing educationprogramWait time for benefits: nonePaid days off: 27Web site: www.receivablesxchange.com

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In the two years Jennifer Sahuque has beenan employee with Shell New Orleans Federal

Credit Union, she has embraced a guidingprinciple of the institution.

“They like to see you go up through theranks here,” she said of the credit union, whichwas chartered to serve the New Orleansemployees of Shell Oil but is not run by thecompany. “If a position is opening up, they letyou know about it. And if it is something youare interested in and qualified for, there’s agood chance you’ll get the job.”

Even more impressive, Sahuque said, is thecredit union’s tuition reimbursement policythat pays up to $1,000 per semester and $3,000for an entire year, including summer classes,for any employee taking college-level courses.

For Sahuque, a telephone sales representa-tive, that help is crucial while she pursues heraccounting degree.

“And once I get that degree, I can apply it todifferent positions that may be opened here

because I want to continue working and learn-ing as much as possible about the business.”

That sense of career momentum has beenone of the primary reasons why Guizell Rosaleshas been with Shell New Orleans FederalCredit Union for more than two decades.

“I was a branch manager for two years, andalso a teller and teller supervisor,” said Rosales,now a lending manager. “I am the type of per-son who is always looking for the opportunityto learn more, and they give you that here.

“It isn’t just that they promote from within,which they do, but that they encourage cross-department training so that you can reallyexpand and learn as much about the businessfrom as many different perspectives as possi-ble,” Rosales said.

Sahuque, who previously worked as a teller,said the company enables employees to learnmore about different parts of the business.

“I became a service representative so that Icould learn more about customer service and

relations,” she said.CEO Michelle Duhe said helping employees

advance is a priority at the credit union. “By offering training opportunities and edu-

cational reimbursements, we try to do whatev-er we can to help a person here who has thedrive to advance,” she said.

The personal relationships employees forgewith the credit union customers helps nurtureemployee happiness, Rosales said.

“Credit unions really emphasize memberservice,” she said. “We know the people whocome in here by name and really like it whenwe can do something that might make a posi-tive difference in their lives.”

Sahuque said the focus is always on mem-ber service.

“When a member is happy, so are we.”•— Garry Boulard

Shell New Orleans Federal Credit Union, which was federally chartered in 1947, has 44 employees of varying experience levels. Teller Lauren LeCron, left, has been with the company for six months, whileaccount processor Dawn Miller has been with the credit union for 25 years.

Shell New OrleansFederal Credit Union

Nature of business: banking and financeWhere based: New OrleansEmployees: 44Average starting salary: $26,436Median salary: $46,155Average employment time: seven years and three monthsBenefits: health care with 100 percent coverage, dental andvision plans, paid maternity leave, 401(k) with 6 percentmatch, continuing education program, flexible hours, employ-ee recognition programWait time for benefits: first of month after date of hirePaid days off: 26Web site: www.shellnofcu.com

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As an employee trying to further her educa-tion, Theresa Krueger welcomes the flexi-

bility she is afforded at her job with U.S. RiskManagement.

“If we have a test or something, then they’lllet us go ahead and take care of that,” saidKruger, an environmental technician. “Somecompanies would say, ‘Do it on your own time.’”

Kruger, who is pursuing a degree in indus-trial hygiene, cites that and the company’scommitment to personal time as two of themain perks of her job. When personal issuescome up, the company understands, she said.

“Last fall, I was just buying a new house, hada new puppy and just got engaged, so all kindsof crazy stuff was going on,” she said. “I had theflexibility to just go take care of that stuff, andcome back and do what I needed to do after.”

Kruger also appreciates the legroom thecompany gives her while she’s on the clock,such as travel opportunities.

“We aren’t in the same place every day, sothat’s always exciting,” she said. “One of thecoolest places I got to go was out to Colorado forthe summer. We were just doing some inspec-tions.”

Employees say they also value the compa-ny’s reception to new ideas.

“We just made a suggestion to the client onlooking at a different approach on how to com-plete a task, and it’s all been received verywell,” said George Coto, a project manager andindustrial hygienist within the company.

U.S. Risk Management also gives managerssuch as Coto creative control over many proj-ects, a reason he cites for staying with the

company for four years. The company also has been known to give

employees loans in tough times, saidComptroller Liz Lotz.

“We have three people who have gonethrough divorces in the last couple of years,”she said. “(Company owner Tracey Dodd)loaned them money to help them get throughtheir proceedings.”

After Lotz’s paycheck went to her old homeaddress after Hurricane Katrina, Dodd let herdraw on the company’s line of credit to put thefirst payment on her new home, Lotz said.

“She offered because I was the only one who

was affected that way,” she said. The company fosters a work environment in

which many employees get along, Kruegersaid. Events such as a company crawfish boil,a holiday party, and tickets to Jazz Fest andsporting events give employees a chance tohang out together outside of work.

“I genuinely like the people I work with.We lean on each other and there is a greatdynamic that you don’t find everywhereelse,” she said. “We all get along, back eachother up, support each other. Everyone getseveryone else.”•

— Jessica Williams

George Coto of U.S. Risk Management talks to logistics subcontractor Luis Navas in front of the Plaza Tower downtown.

U.S. RiskManagement

Nature of business: environmental consultingWhere based: New OrleansEmployees: 25Average starting salary: $50,000Median salary: $70,000Average employment time: more than five years (companyfounded six years ago)Benefits: health care with 100 percent coverage, dental,vision and prescription plans, 401(k) with 4 percent match,continuing education program, telecommuting, flexible hoursWait time for benefits: nonePaid days off: up to 22 daysWeb site: www.us-risk.com

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Early in his career, Jeff Zehnder made apromise to himself that if he ever started his

own business, it would be a place where peopleenjoyed coming into work every day. SinceZehnder Communications opened its doors in1996, the company has stuck to its mission ofdoing great work, making a difference, earninga fair profit and having fun.

Placing an emphasis on hiring people fortheir positive attitudes, Zehnder said creating ahappy work environment is key to the compa-ny’s success.

“I believe that life is too short to be unhappy,and I think we’ve always looked at hiring peo-ple in terms of whether or not they would behappy here. If you are going to be here, you arecontributing to the well being of the company,”said Zehnder.

Pointing to author Jim Collin’s model in thebook “Good to Great,” Zehnder said it’s allabout “getting the right people on the bus.”That careful recruitment and positive attitudehas created a staff that works as a highlydiverse, yet cohesive unit.

Art director and information technology

manager Shea Duet has been with the compa-ny for 11 years and said management’s avail-ability to employees and the cooperationbetween departments creates a positive andempowering work environment. Most impor-tantly, the jovial atmosphere at Zehnder makesit easier to come to work and the reason whyeveryone always seems to be having fun.

“We really have a lot of fun here. We jokearound a lot. We goof off. The fact that it’s so funis really one of the reasons why I’ve been hereso long,” Duet said.

Jeff Zehnder said that given the company’sneed for specialists in public relations, designand copywriting, they can’t afford highturnover rates. The company offers competitivesalaries and a solid benefits plan along withanniversary bonuses and awards, plus parkingand cell phone stipends.

There are also a few other unique benefitsincluding Free Beer Fridays, an annual Bowl-a-Thon, a margarita mixing competition and achili cook-off.

Duet has seen Zehnder grow from seven to 33full-time employees but said the company’s core

mission to do great work has never changed. Interactive creative director Rob Hudak

has been with Zehnder for three years andsaid he has always been motivated by thecompany’s desire to constantly “push theenvelope.” Being given the freedom and cre-ativity to develop new campaigns is highlyimportant for skilled creative types, andHudak said Zehnder allows him to reach hisfull potential. He’s especially proud of theLayar Voodoo Experience app, which themagazine Fast Company noted as one of thethree mobile applications that are changingthe music industry.

“We’re always encouraged to take newapproaches to things,” Hudak said. “If I was justshowing up every day to knock out some pro-duction ads, that would get old very quick.”•

— Craig Guillot

Zehnder Communications employees wear many hats, but they say the workplace’s jovial atmosphere makes their jobs fun. Crossing Canal Street in Abbey Road style are, from left: Dave Maher, directorof digital communications; Mike Rainey, chief creative officer, Tom Martin, president; Shea Duet, art director and IT manager; Rob Hudak, interactive creative director; Joan Habisreitinger, media director;and Jeff Zehnder, CEO.

Zehnder CommunicationsNature of business: advertising and public relationsWhere based: New OrleansEmployees: 33Average starting salary: $41,475Median salary: $53,000Average employment time: four and a half yearsBenefits: health care with 80 percent coverage, dental, visionand prescription plans, 401(k) with 3 percent match, continuingeducation program, relocation assistance, telecommuting, flexiblehours, employee recognition program, subsidized mealsWait time for benefits: 30 daysPaid time off: up to 35 daysWeb site: www.z-comm.com

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S E V E N - T I M E H O N O R E E

New Orleans Best Places to Work: Small companies (Ranked by CityBusiness panel based on salary, benefits, employee atmosphere and culture)

NameAddress Nature of business

PhoneFax

Average starting salary

(annually)

Median salary (annually)

Employmentlength for benefit

eligibilityNumber

of workers

1. PMOLink2001 Lakeshore Drive Mandeville 70448Project management

(985) 674-5968(985) 674-5995

$84,000 $108,761

none 48 . . . . . . . . . . . .

2. Heller Draper HaydenPatrick & Horn650 Poydras St., Suite 2500 New Orleans 70130 Law firm

299-3300 299-3399

$28,000 to $48,000 for staff,

$75,000 forattorneys

$45,000 for staff,$362,000 for

attorneys

none 36 . . . . . . . . . . .

3. Perez 317 Burgundy St., Suite 3 New Orleans 70112 Architecture, interior design and landscaping services

584-5100 584-5140

$44,000

$60,000

about one month 43 . . . . . . . . .

Deveney Communication2406 Chartres St.New Orleans 70117Advertising and public relations

949-3999 949-3974

$46,000

$75,000

none 10 . . . . . . . . .

Fleur de LisFinancial/MassMutual1 Galleria Blvd., Suite 909 Metairie 70001 Financial services

299-8971 412-8325

$36,000

$60,000

none 40 . . . . . . . .

Gauthier, Houghtaling &Williams3500 N. Hullen Metairie 70002Law firm

456-8600 456-8624

$40,000

$45,000 for staff,$200,000 for

attorneys

none 33 . . . . . . . . .

Hal CollumsConstruction/Central CityMillworks2610 Second St.New Orleans 70113 Construction

899-1345 899-1348

$22,000

$50,000

none 45 . . . . . .

Hartwig Moss Insurance Agency2626 Canal St.New Orleans 70119 Insurance

525-9901 569-9900

$38,851 for staff,$168,000 for

producers

$44,500 for staff,$172,000 for

producers

30 days 45 . . . . . . . .

Huseman & Associates3925 N. I-10 Service Road,Suite 201-BMetairie 70002 Engineering

456-3119 456-3122

$59,000

$75,000

90 days 13 . . . . . . .

Loubat Equipment Co.4141 Bienville St.New Orleans 70119 Food serviceequipment

482-2554 483-1280

$21,000

$30,000

three months 19 . . . . . . .



New Orleans Best Places to Work: Small companies (Ranked by CityBusiness panel based on salary, benefits, employee atmosphere and culture)


PhoneFax


(annually)



eligibility

Numberof workers

PPOplus400 Poydras St.New Orleans 70130 Preferred provider network

566-9501 566-9509

$30,000

$45,000

none 16 . . . . . . . . .

Shell New Orleans Federal Credit Union701 Poydras St., P100 New Orleans 70139 Credit union

728-4853 728-0573

$26,436

$46,155

First of month after date of hire

44 . . . . . . . .

The Receivables Exchange 220 Camp St., 5th FloorNew Orleans 70130 Financial exchange

(800) 658-5880(800) 513-1352

$35,000

$50,000

none 40 . . . . . .

United States RiskManagement365 Canal St., Suite 2760 New Orleans 70130 Environmental consulting

561-6563 561-6624

$50,000

$70,000

none 25 . . . . . . . .

Zehnder Communications 650 Poydras St., Suite 2450 New Orleans 70130 Advertising and public relations

558-7778 558-7779

$41,475

$53,000

30 days 33 . . . . . . . . . . .

NA-Not applicable/Not Available WND- Would Not Disclose To be considered for this list in the future, contact us at 834-9292, or by mail at 111 Veterans Memorial Blvd., Suite 1440, Metairie, LA 70005.

New Orleans Best Places to Work: Large companies(Ranked by CityBusiness panel based on salary, benefits, employee atmosphere and culture)


PhoneFax


(annually)


Employmentlength for

benefit eligibilityNumber

of workers

1. Booz Allen Hamilton 111 Veterans Blvd., Suite 230Metairie 70005Consulting firm

830-2000 837-8437

$70,000

$88,000

none 24 . . . . . . . . . . . . . .

2. North Oaks Health System15790 Paul Vega MD Drive Hammond 70403Health care

(985) 345-2700(985) 230-1038

$55,390

$50,773

none 2,115 . . . . . . . . . . . . . .


wjmc.org

THANK YOU!THANK YOU!WEST JEFFERSON MEDICAL CENTER EMPLOYEES

Nancy R. CassagneChief Executive Officer

B O A R D O FD I R E C T O R S

Frank C. Di Vincenti, M.D.Chairman

Juan J. Labadie, M.D. Vice-Chairman

James CramondSecretary-Treasurer

Barry Bordelon

Timothy Kerner

Gary Lala

B. H. Miller, Jr.

Charlotte Roussel

Judy Sullivan

Louis H. Thomas

David C. Treen, Jr., M.D.Chief of Staff

1111 Medical Center Blvd.Marrero, LA 70072

Being recognized as a Best Place to Work hospital is a wonderful honor and a testimony to our hospital family. Thank you, West Jefferson

Medical Center employees and volunteers! You make a difference!

Thank You, Hospital Family!

Being recognized as a Best Place to Work hospital is cause to pause, if but for a moment, to say thank you to those who choose our services.

We appreciate your support. You are at the center of our mission of service!

Thank You, Patients and Community!

Being a Best Place to Work hospital is a compliment to our Medical Staff. It goes hand in glove that a Best Place to Work hospital is

a great hospital in which to receive quality care. Thank you, doctors!

Thank You, Medical Staff!

3. ReadSoft3838 N. Causeway Blvd.,Suite 2400 Metairie 70002 Software development

841-0100 841-0144

$70,000

$88,000

30 days 520 worldwide, 42

in Metairie

. . . . . . . . . . .

Adams and Reese LLP701 Poydras St., Suite 4500 New Orleans 70139 Law firm

581-3234 566-0210

$43,000 forstaff $100,000 for attorneys

$47,500 forstaff $175,000 for attorneys

one month 516 in entire firm, 196 in

New Orleansoffice

. . . . . . . .

Baker, Donelson, Bearman,Caldwell & Berkowitz201 St. Charles Ave., Suite 3600 New Orleans 70170 Law firm

566-5200 636-4000

$47,351 forstaff and




the first of the month after 30

days ofemployment

80 . . . . . . . . . . .

Cox Communications2121 Airline Drive Metairie 70001 Telecommunications

304-8444 304-7451

$33,000

$50,000

none 655 . . . . . . . . . . . .



PhoneFax


(annually)




of workers



PhoneFax


(annually)




of workers

Durr Heavy Construction817 Hickory Ave. Harahan 70123Construction

737-3205 737-3905

$57,500

$66,000

30 to 90 days 134 . . . . . . . . . . .

Eagan Insurance Agency 2629 N. Causeway Blvd.Metairie 70002 Insurance

836-9600 836-9621


$125,000 forproducers


$159,000 forproducers

30 days 65 . . . . .

East Jefferson GeneralHospital 4200 Houma Blvd.Metairie 70006 Health care

454-4000 889-7114

$38,918

$46,093

one month 2,418 . . . . . . . . . . . . .

First NBC Bank/DryadesSavings Bank210 Baronne St.New Orleans 70112 (First NBC)233 Carondelet St.New Orleans 70130 (Dryades)Bank

566-8000671-3560

671-3480 598-7288

$41,000

$48,000

one month 176 . . . . . . . . . . . .

Geocent111 Veterans Blvd., Suite 1600 Metairie 70005 IT services

831-1900 831-1901

$69,755

$75,175

none 125 . . . . . . . . . .

Gilsbar Inc.2100 Covington Centre Covington 70433Insurance

(985) 892-3520(985) 871-1809

$46,184

$36,400

30 days 323 . . . . . . . . . . .

Hilton New Orleans Riverside2 Poydras St.New Orleans 70140 Hotel

561-0500 584-3861

$22,880 forhourly

employees,$35,000 for

salaried workers

$26,000 forhourly

employees,$40,000 for

salaried workers

none 722 . . . . . . . . . . .

Irwin Fritchie Urquhart &Moore400 Poydras St., Suite 2700 New Orleans 70130 Law firm

310-2100 310-2101

$42,000 forstaff, $97,500 for attorneys

$54,381 forstaff, $125,770

for attorneys

one month afterstart date

77 . . . . . . . .

LaPorte Sehrt Romig Hand 110 Veterans Blvd., Suite 200 Metairie 70005Accounting

835-5522 835-5535

$34,000 foradministrative

and $46,500 foraccountants

$38,000 foradministrative

and $80,000 foraccountants

none 135 . . . . . . . . . . . .



PhoneFax

Average startingsalary

(annually)



eligibility

Numberof

workers

Louisiana Medical MutualInsurance Co.1 Galleria Blvd., Suite 700 Metairie 70001 Insurance

831-3756 841-5301

$46,259 for staff,$171,968 for

executive management

$60,052 for staff,$180,136 for

executive management

first of the month after 30 days of

employment

119 . . . . . . . . . . . .

Pan American Life InsuranceGroup601 Poydras St.New Orleans 70130 Insurance

566-1300 566-3381

$63,500

$55,000

first day of the month following 30 days of

employment

280 in New Orleans,424 in Latin

America

. . . . . . . . .

Peoples Health3838 N. Causeway Blvd.,Suite 2200 Metairie 70002 Medicare advantage plans

849-4500 849-6963

$49,000

$55,000

30 days 525 . . . . . . . . . . . . .

Peter A. Mayer Advertising324 Camp St.New Orleans 70130 Advertising and publicrelations

581-7191 671-8262

$28,000

$50,641

31 days or less 135 . . . . . . . . . .

Phelps Dunbar365 Canal St., Suite 2000 New Orleans 70130Law firm

566-1311 568-9130

$44,000 for staff,$95,000 forattorneys

$46,000 for staff,$102,000 for

attorneys

about one month 537 in entire firmwith 216 in

NewOrleans

office

. . . . . . . . . . . .

Postlethwaite & Netterville2324 Severn Ave.Metairie 70001 Accounting

837-5990 834-3609

$35,000 to $43,000 for

administration,$46,650 for

professionals

$42,500 foradministration,

$68,900 forprofessionals

about one month 77 in Metairie,

311 company-

wide

. . . . . . . . . .

Quest Diagnostics4648 S. I-10 Service Road Metairie 70001 Clinical laboratory

883-4800 (610) 271-3661

$31,761 forexempt

employees,$47,528 fornonexempt

$34,653 forexempt

employees,$62,172 fornonexempt

about one month 240 . . . . . . . . . . .

Randa Accessories200 James Drive EastSt. Rose 70087 Men’s accessoriesmanufacturer

712-7100 712-7101

$18,720 forwarehouse staff,$40,000 for office

staff

$22,880 forwarehouse staff,

$55,000 a year foroffice staff

45 days 1,000 world-wide with 240 locally

. . . . . . .

Sizeler Thompson BrownArchitects300 Lafayette St., Suite 200 New Orleans 70130 Architectural firm

523-6472 529-1181

$36,600

$53,000 for staff,$102,800 forprincipals/associates

none 50 . . . . . . . . .

Slidell Memorial Hospital1001 Gause Blvd.Slidell 70458 Health care

(985) 643-2200(985) 649-8778

$28,912

$50,398 for staff,$326,664 for

doctors

one month after hire 759 . . . . . . . . . . . . .





PhoneFax


(annually)




of workers

Strategic Employee BenefitServices of Louisiana111 Veterans Blvd., 9th FloorMetairie 70005

Employee benefitconsulting

620-4797 828-3649

$32,000 forstaff, $55,000 for licensed

benefitconsultants

$39,500 forstaff, $72,000 for licensed

benefitconsultants

about one month 69 . . . . . . . . .

St. Tammany Parish Hospital1202 S. Tyler St.Covington 70433

Health care

(985) 898-4000(985) 898-4394

$55,016

$57,200

one month 1,287 . . . . . . . . . . .

Superior Energy Services601 Poydras St., Suite 2400 New Orleans 70130

Energy services

587-7374 362-1818

$39,000

$51,000

none 896 in New Orleans,

4,600 worldwide

. . . . . . . . .

Taste Buds Management8301 Oak St.New Orleans 70118

Casual dining

486-4570 520-8426

$20,010 forhourly, $45,000

formanagement

$20,280 forhourly, $52,724

formanagement

30 to 90 days 632 . . . . . . . . . . .

The New Orleans Hornets1250 Poydras St., Suite 1900 New Orleans 70113

Professional basketball

593-4700 593-4702

$35,000

$65,000

about one month 128, plus 15 players

. . . . . . . . . .

Touro Infirmary1401 Foucher St.New Orleans 70115

Health care

897-7011 897-8106

$39,823

$47,840

up to 90 days 1,370 . . . . . . . . . . . . .

Tulane University 6823 St. Charles Ave.New Orleans 70118

Education

865-5210 862-8777

$30,000

$37,000

none 4,100 . . . . . . . . . .

University of Phoenix,Louisiana Campus1 Galleria Blvd., Suite 725 Metairie 70001

Education

303-3201 (602) 366-2961

$38,400

$42,747

first of the month after 60 days of

employment

126 . . . . . . . . . . .

Walton Construction Co.2 Commerce Court Harahan 70123

Construction

733-2212 733-2214

$52,171

$36,286 forlabor

employees,carpenters and

operators; $68,658 for

fieldemployees

six weeks 145 locally,400 company-

wide

. . . . . . .

West Jefferson Medical Center1101 Medical Center Blvd.Marrero 70072

Health care

347-5511 349-2057

$40,435

$48,020

none 1,548 . . . . . . . . . . . . . .

NA-Not applicable/Not Available WND- Would Not Disclose

To be considered for this list in the future, contact us at 834-9292 or by mail at 111 Veterans Memorial Blvd., Suite 1440, Metairie, LA 70005.


As the largest community-based hospital organization on the Northshore,North Oaks Health System, based in Hammond, is the second largest employer in the parish with over

2,600 employees. If you would like to join a team where patients and employees come first,apply on-line at www.northoaks.org or call the North Oaks Employment Center at (985) 230-5715.

P.O. Box 2668 • Hammond, LA 70404 • (985) 230-5715 • Equal Opportunity Employer

©20

09 N

orth

Oak

s He

alth

Sys

tem

AT NORTH OAKS, OUR EMPLOYEES ARE OURMOST VALUABLE RESOURCE.Their teamwork, expertise

and compassion are the keys to our success and the future of our organization.

We truly are a best place to work because of their efforts.

www.northoaks.org

2 Years in a Row!

Wireless l Networking l Security l Storage l VoIP l Maintenance l Cabling

The South’s

company.

Jackson l Gulfport l New Orleans l Little Rock l Birmingham l Memphis l Mobile l Shreveport

When you hire BCI, you’re hiring more than a technology company.

You’re hiring a partner committed to your organization’s overall success.

By providing practical, business-savvy technology

solutions, we’ve helped more than 3,000 clients

throughout the South to grow and succeed. And we

can do the same for you. Find out how. Call BCI Today.

Call 504.731.1991 or visit us online at www.bcianswers.com.

The South’s technologyproductivityefficiencyprofitabilitycompany.

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