Over 1,000 companies use the Employease Network. Many of them have
shared their experiences with us. Click on a company below to read
the full case study.
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AES
faced a short time frame: search, find and evaluate benefit administration
vendor resources in one month and then implement in 45 days so their
first company-wide open enrollment could happen in November.
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Akibia
needed a more integrated HR and benefits environment that would streamline
processes between HR, payroll, employees, managers and service providers.
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Atrium
Companies, Inc. grew from 900 employees to 6,700 across 80
locations in the last eight years through a series of acquisitions.
With each acquisition, the company acquired more complexity.
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As part
of an overall $173,000 ROI per year, BrassRing,
Inc. saves more than $23,000 just in printing and distributing
SPDs and handbooks to employees.
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The largest
floor-covering cooperative in the United States, and in business for
more than 16 years, CCA
Global Partners, Inc. chose Employease when they decided to
create a formal HR department.
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Providing
benefits to 10,000 employees at 260 locations can be a challenge,
but the added complexity surrounding the organization's 1,275 benefit
plans makes CIS's
situation one of the most complex administrative environments imaginable.
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Comfort
Systems USA grew through extensive merger and acquisition
activity. Over the past eight years, the company acquired more than
100 companies. The result of this growth was a widely dispersed employee
population with dozens of different benefit plans, more than 40 payroll
systems and tremendous organizational complexity.
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Change
has become a way of life over the past five years - especially in
the broadband industry. Managing that change has been one of HR's
key challenges at Covad.
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Before considering new strategic initiatives,
CWS
Capital Partners had to address the administrative ball
and chain. Six hours every day was required to generate management
reports from spreadsheets and lists and HR did not appear responsive.
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EOG
Resources found the Employease Network
reduced their reporting process from 6 hours to 30 minutes. And eliminated
their reliance on IT.
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Excel
Polymers, LLC is a leading merchant provider of customized,
high-performance elastomer materials and additives for use in diverse
end markets, including the transportation, construction, electrical,
industrial and printing industries.
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First
Line Solutions believes that Employease helps Human Resources
professionals contribute in ways that truly affect the organization's
positive growth.
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Growth
often brings growing pains, and Heartland
Payment discovered this as it outgrew its old processes and
its traditional client/server HRMS.
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As a technology
company, Lightbridge
heavily leverages technology to automate its own internal transactions.
Yet, in its HR department, multiple, disconnected systems bogged down
activities like enrollment and payroll. The department had a cumbersome
client/server HR and payroll system, a separate benefits enrollment
application, and a third web site for benefits content.
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McCarter
& English was looking for a system that could support
their need to track history and support their needs for a secure,
flexible system that would allow Human Resources to keep up with the
organization's rapid growth.
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Microsemi
faced challenges
with data accuracy, reliability and reporting problems with the prior
system. With a keen focus on the bottom-line, HR was challenged to
add more value to the organization strategically.
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As
Oxygen
Media grew, managing HR functions became increasingly time,
labor and technology intensive. Oxygen wanted to keep its team focused
on more strategic, revenue-generating activities. And don't miss the
Oxygen Media video case study!
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PSS/World
Medical's new hire process improved from 7-10 days to 20 minutes.
Contributing an overall expected savings of $800,000 in the first
year, the Employease implementation was worthy of mentioning to their
shareholders.
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The PUMA
North America HR Team was looking to reduce costs, improve
communication with employees, streamline store launches and better
train managers while keeping the HR team extremely lean.
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When he
moved to Smart
Financial Credit Union, John Greer knew it would take a system
like Employease to solve the problems that had developed in HR.
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With the
time they saved using the Employease Network, STI
Knowledge, Inc. implemented 11 new strategic employee programs,
without an increase in HR staff.
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It was
clear that Wausau
Benefits' previous HR system was not robust or scalable enough.
The search was started all over again but this time with the added
challenge of a short turnaround time.
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Employease
saves National
YMCA Employee Benefits Plan time and money.
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