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Booz AllenHamiltonBooz AllenHamilton

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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 makepayroll. 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’s

New 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

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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 levelof 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 company

exercise contest.“The competition this year is ‘Leave Bob

Behind 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 started

at 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 tryeach 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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The world of contractors and builders is a com-petitive one. But the only competition at DurrHeavy 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 theemployer she loves.

A commercial banker, she worked in theindustry 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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T W O - T I M E H O N O R E E


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 relatedbanks 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 FirstNBC 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 objectivesand look for ways to implement them. That way, you’ll receive thepersonal attention you deserve, not to mention a high level ofexpertise 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 & CEOFirst 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 Office2021 Carol Sue504-671-3550

Transcontinental Office4920 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 writerChrys 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

W W W . L A P O R T E . C O MB A T O N R O U G E N E W O R L E A N S N O R T H S H O R E2 2 5 . 2 9 6 . 5 1 5 0 5 0 4 . 8 3 5 . 5 5 2 2 9 8 5 . 8 9 2 . 5 8 5 0

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 fine print. But, sometimes you need to look at the big picture too. Like where your career is going. Is iteverything you hoped it would be? What about growth potential? LSRH was ranked one of the fastest growing firms in the U.S. by Inside Public Accounting Magazine. And, Practical Accounting Magazine placed it among the top 15 firms in the Southwest. How about job satisfaction? We were named one of the 60 Best Accounting Firms to Work for by Accountant Media Group. And we have made CityBusiness’list of Best Places to Work for the past three years. Tired of barking up the wrong tree? Join us at LSRH.


Choosing to spend more time with a new-born can often mean opting out of the workforce. 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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F I V E - T I M E H O N O R E E


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,

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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 andtradition, as well as challengeand growth sets the TulaneUniversity work experience apartfrom other employers.

Apply for your career today, visitour 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 Orleanshotel 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 feelthat 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 LouisianaMedical 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 suchas 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 Grouphas global aspirations.

Its vision is to build a bridge of financialsecurity 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 position

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