Monday, October 14, 2019
(October 14, 2019) — Paraco Gas of Rye Brook, N.Y. is investing in new ways to recruit drivers and technicians as the industry faces challenges in attracting employees. Family-owned Paraco has introduced a new benefits package with some untraditional perks for those in the driving and service fields.
The company offers parental leave for employees who have completed one year of service, tuition reimbursement, and a revised paid time-off policy. The benefits are part of a comprehensive benefits package that Paraco Gas offers full-time, regular employees and dependents, including, but not limited to, the traditional medical, dental, vision, 401K, flexible spending, life insurance, disability income, sick leave, and paid holidays.
“Our ultimate goal is to get customers their propane safely, but also focus on a best-in-class customer experience,” said Christina Armentano, executive vice president of sales and business development. “We’ve decided to think creatively on how to position the company to attract and retain the next generation of drivers and service technicians. We are now focusing on the employee experience, offering newer benefits that are more likely to entice and retain a healthy workforce.”
“As a first-time father, I am grateful Paraco gave me the opportunity to be home to care for my child and support my wife,” said Marcus Moore, a motor fuel and barbecue cylinder delivery driver at the company. “Parental leave is a great addition to Paraco’s benefits.”
In addition, Paraco is working to empower employees by offering a referral program to boost workforce numbers, and by providing an apprenticeship program for service technicians, which includes paying for classes and assigning a mentor throughout the training process.
“We recognize how important work/life balance and support for personal and professional growth have become with the younger generation, and we need to adapt to their needs if we want them to consider joining our family,” Armentano said. “We also recognize that the shortage of these skilled workers is not limited to our industry or geographic markets; it’s a nationwide problem, with fewer people entering these fields. So, we are investing in training people from the ground up. We don’t know many others in our industry—or similar industries—who are offering all of this, but I’m sure many will start to follow.”
(SOURCE: The Weekly Propane Newsletter, October 14, 2019. Available by subscription.)
The company offers parental leave for employees who have completed one year of service, tuition reimbursement, and a revised paid time-off policy. The benefits are part of a comprehensive benefits package that Paraco Gas offers full-time, regular employees and dependents, including, but not limited to, the traditional medical, dental, vision, 401K, flexible spending, life insurance, disability income, sick leave, and paid holidays.
“Our ultimate goal is to get customers their propane safely, but also focus on a best-in-class customer experience,” said Christina Armentano, executive vice president of sales and business development. “We’ve decided to think creatively on how to position the company to attract and retain the next generation of drivers and service technicians. We are now focusing on the employee experience, offering newer benefits that are more likely to entice and retain a healthy workforce.”
“As a first-time father, I am grateful Paraco gave me the opportunity to be home to care for my child and support my wife,” said Marcus Moore, a motor fuel and barbecue cylinder delivery driver at the company. “Parental leave is a great addition to Paraco’s benefits.”
In addition, Paraco is working to empower employees by offering a referral program to boost workforce numbers, and by providing an apprenticeship program for service technicians, which includes paying for classes and assigning a mentor throughout the training process.
“We recognize how important work/life balance and support for personal and professional growth have become with the younger generation, and we need to adapt to their needs if we want them to consider joining our family,” Armentano said. “We also recognize that the shortage of these skilled workers is not limited to our industry or geographic markets; it’s a nationwide problem, with fewer people entering these fields. So, we are investing in training people from the ground up. We don’t know many others in our industry—or similar industries—who are offering all of this, but I’m sure many will start to follow.”
(SOURCE: The Weekly Propane Newsletter, October 14, 2019. Available by subscription.)
