Renaissance Personnel operates flexible working patterns to enable employees to strike a fair balance between work life and social life. There are free annual medical checks for all employees, free health assessments for Night Workers and staff are allowed time off to attend sponsored walks or the London Marathon. All staff are offered free basic healthcare which comprise of vital signs checks. If there is anything unusual, they are referred to their own GP. The employees are encouraged to take regular exercise which does not only have to be about paying gym membership.

powerPerfector serves as a platform for the voice of future generations. As the sponsor of www.footprintfriends.com, powerPerfector has made a commitment to taking an active role in supporting the climate change conversation for children. Their belief is that young people should be encouraged to be actively involved in the climate change challenge and that there is urgency in enabling them to actively make their own impact at school and in the home. An outcome of this partnership is a highly successful national schools initiative called ‘Wipe Out Waste'. This involved school age children presenting ideas to a panel of green dragons in aid of removing wasteful practices in the school environment. Over 15 members of staff were involved in this event.

Napp believe that the most important way to feel that they are rewarded, is for them to receive immediate feedback and thanks, from whomever their efforts have supported. Individuals who perform well are given the opportunity to take on more responsibility or become involved in different projects in the future. Whilst this is not a formal reward, it is motivating for individuals to be recognised in this way.

Napp believe that the most important way to feel that they are rewarded, is for them to receive immediate feedback and thanks, from whomever their efforts have supported. Individuals who perform well are given the opportunity to take on more responsibility or become involved in different projects in the future. Whilst this is not a formal reward, it is motivating for individuals to be recognised in this way.

Merck Serono have personalised performance related bonus scheme for each employee who encompasses their individual performance and also has an element related to the overall performance of the whole team in the UK. Numerous recognition schemes and award schemes to recognise their employees contributions and successes e.g. Ambassador Award, Gold Club Award, Best Pharma Award, Shine Award, Innovation Award etc. The performance of both individuals and teams is also recognised and celebrated both at department, team and company meetings both verbally and in presentations as well as such other channels as internal communications, publications, plasma TV informational update screen's in their Head Office to name but a few.

Merck Serono have personalised performance related bonus scheme for each employee who encompasses their individual performance and also has an element related to the overall performance of the whole team in the UK. Numerous recognition schemes and award schemes to recognise their employees contributions and successes e.g. Ambassador Award, Gold Club Award, Best Pharma Award, Shine Award, Innovation Award etc. The performance of both individuals and teams is also recognised and celebrated both at department, team and company meetings both verbally and in presentations as well as such other channels as internal communications, publications, plasma TV informational update screen's in their Head Office to name but a few.

Great Places has a charity fund which is set up to provide charitable aid to residents and tenants. The charity fund is managed by the Great Places staff committee and residents and tenants bid for this money via applications intended to make a positive difference to their lives. Examples can include supporting educational needs, life time ambitions or purchasing items that will help them in independent living. Decisions on applications are decided at monthly staff committee meetings and feedback is promoted to employees through a variety of internal communication channels.

Great Places are very proud of their "can-do positive" culture and this can be seen throughout the organisation at all levels. Employees regular receive emails of thanks from directors and managers which is gratefully received. Great efforts are made across the group to ensure that they continue to be a great place to work. One recent example was a scheme opening but on the day of the event they discovered rubbish strewn on the development in Blackpool. Staff from the nearby office all volunteered to help clean up the mess in time for the opening, a fact recognised by the chief executive and head of communications in an email to their manager.

Employees at Dolphin are allowed time off at the beginning and end of the day for medical appointments. When their employees are required to work over their usual daily hours, they may arrange time of in lieu by arrangement with their manager. Office hours are also limited by Dolphin from 8am until 6pm; they are also usually closed at weekends. Informal monitoring of hours takes place by staff within the company.

Dolphin recently invited a group of trainers from Africa over to receive a week of free training in conjunction with sight savers. Dolphin tries to ensure their environmental impact is kept to a minimum, they also have 'green police' in each office, responsible for ensuring people use the correct bins to allow recycling of rubbish. The company keeps a close eye on the amount of rubbish sent to landfill each year. By doing this they have managed to more than halve their amount over the last 6 months. They also try to ensure offices are not heated or cooled above or below 22 degrees and encourage people to switch things off at night, or when they are not needed.

The event that staff are taking part in this year is Race for Life. They also take steps to recycle office based materials such as paper, plastics and ink cartridges and the staff in the lab recycle solvents. They are moving to new offices with CRUK situated at the Angel in Islington. This will consolidate all office based activities in one place reducing their carbon footprint. CRUK encourage employees to use public transport whenever feasible and they operate a cycle purchase scheme for those who wish to cycle to work.

CRUK give merit based salary awards and bonus payments to their staff, the latter is based on a mix of company and individual performance. When staff have achieved 10 years service with CRUK they receive a certificate and pen. After 25 years service, they receive a £400 gift voucher and a certificate. They also include all those who have achieved a service milestone of 10 or 25 years plus in a celebratory lunch. Staff can receive up to £25 in John Lewis vouchers as a “thank you”.

Beckton, Dickinson UK recognise employees' contributions by the following; Local Awards Sales Person of the Year and Customer Representative of the Year. Associates can also recognize their colleagues instantaneously after a job well done or simply thank one another by handing out little recognition token cards called ‘Fish Cards'. These cards are available to everyone and the card giver highlights the reasons why he/she is presenting the card to the receiver. BD-UK also have a Special Achievement Recognition Award or SARA which is a programme designed to recognise associate/s that make meritorious contributions that exceed performance and service expectations.

The organisation are involved in the ‘Healthy Lives at Work' initiative and this will be rolled out at the new HQ. Employees are given more in depth financial information during staff days to reassure employees of their current financial position against their competitors. Lunch Seminars are in place to provide employees with an opportunity to understand what other departments do and focus groups are introduced and lead by senior managers to understand employee views on survey results and where ROSPA could improve.

Fairbridge holds regional seminars usually every two - three years and a National Seminar which all employees attend over a few days in alternate years. At these events activities such as sports tournaments, dance, quizzes, team building, encouraging employees to mix with others from different teams and job functions. Central Office and Teams also hold their own team away days, for which the focus is fun and team bonding. An example of a recent team away day included a walking tour of the new Olympic site followed by boules in the park and a pub quiz written by Fairbridge team members.