GymPass RFP Response

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GymPass RFP Response


Some innovative employee benefits include employer-sponsored cancer benefits, accelerated training programs, four weeks fully paid parental leave for all genders, student loan repayment assistance, and adoption assistance.


  • AutoNation is an automotive retailer of new and used cars. It provides employer-sponsored cancer benefits for employees, spouses, and children up to age 26.
  • In 2017, MetLife had more than 1,500 employer-sponsored cancer and critical illness plans, and fewer than 5% were employer-paid, the carrier says.

Chipotle Mexican Grille

  • Chipotle's previous benefit program offered $5,250 in tuition reimbursement at some colleges and universities.
  • The company has added an accelerated training program in which employees can participate in both in the restaurant space and at the company's headquarters in Denver.
  • The Society for Human Resource Management (SHRM) research has found that companies that offer training benefits and upskilling opportunities have a better chance of retaining employees than those that do not. "Organizations aiming to attract younger generations may want to enhance career development and advancement opportunities because these benefits are more important to millennials, which are earlier in their careers, than to older generations."


  • CVS Health is expanded its benefits suite to include four weeks of fully paid parental leave, regardless of gender, for full-time employees.
  • CVS Health is maintaining employee premiums at the same rate for the 2018-19 plan year. The company will absorb the additional 5% costs for its 100,000 workers.
  • Over 50% of the prescriptions for CVS employees and their family members are filled with zero copays.

Estée Lauder Companies

  • Estée Lauder Companies, a beauty empire that owns brands such as MAC, Clinique, and Origins, has added a student loan repayment contribution to its benefits package to capture the needs of its millennial-heavy workforce better.
  • The company partnered with a student loan payback platform called Estée Lauder provides a monthly $100 contribution to an employee's student loans, which caps at $10,000.
  • Only 4% of employers offer company-provided student loan repayment benefits, including PwC, Fidelity, and Aetna.



  • Metlife has chosen to focus its benefits on the long term and preparing its employees for the future.
  • The company has increased the minimum contribution to its pension plan, has auto-enroll its 401(k) plan participants, and offered employer-paid legal services.
  • By setting the minimum credit in the pension plan to $300, more than 7,000 U.S. employees saw a 5% benefit to the cash balance formula.
  • Met Life also implemented auto-enrollment and auto-escalation for their 401(k) plan, along with immediate company-match eligibility and vesting.
  • Over 7,000 of the company's U.S. employees had their group life insurance raised to $75,000.

State Street Corp.

  • State Street financial services firm consulted with its employees when it decided to make an expansion to its benefits package.
  • It now includes "four weeks of fully paid leave for employees who are primary caregivers to a child born via surrogacy; $20,000 in reimbursement for fertility-related expenses beyond the firm's medical plans, such as surrogacy; and $20,000 in reimbursement for adoption assistance (up from its previous refund of $5,000)." The program has a lifetime limit of $40,000.
  • State Street's offering of employer-offered fertility benefits is a growing industry trend, which is expected to grow to 66% by 2019, up from 55% in 2017.


The pros of an employee fitness program include healthier, happier employees, and improved working conditions that attract and retain talent. The Cons of the program include cost, a feeling by some employees of being coerced, and having their privacy violated. The measurable ROI ranges from $1.50 to $6.00 per dollar invested, dependent upon the formula used. This calculation does not include softer benefits like improved productivity and new ideas from engaged employees and a happier workforce.


  • The Affordable Care Act allows companies to reimburse as much as 30% of their health insurance premiums if they participate in a corporate wellness program.
  • Over eighty percent of U.S. companies with more than 50 workers offer some type of corporate wellness benefit, with over $2 billion spent annually.


  • Well-administered employee wellness programs can save organizations money on worker's compensation claims and health care costs.
  • Some wellness programs directly improve working conditions, which leads to increased loyalty and enhances employee morale.
  • Employee wellness programs help organizations attract and retain talent.
  • Healthier workplaces can contribute to an overall healthier lifestyle, for example lowering blood pressure and cutting back on smoking.
  • The regular fitness that results from a wellness program can boost productivity and reduce employee absences.


  • A wellness program can be costly and does not always provide a direct return on investment (unless lowering future premiums is considered ROI).
  • Although the ACA says employee wellness programs are voluntary, employees may feel forced into them for a variety of reasons, including discrimination and high financial participation incentives.
  • Also, employees may have preexisting conditions that preclude participation. Employees can feel discriminated against as a result.
  • Participation in many programs requires health screenings. Employees may see this as an invasion of privacy.


  • According to a survey by the Society for Human Resource Management, more than two-thirds of survey respondents from organizations that offered wellness programs "indicated these efforts were "somewhat effective" or "very effective" in reducing the costs of health care."
  • In the Harvard Business Review, an article showed how ROI could be achieved through employee wellness programs. A random sample of 185 workers and their spouses was undertaken. While the participants were not heart patients, they participated in a cardiac rehabilitation and exercise training program.
  • Of the group classified as high risk, 57 percent were reclassified as low risk after a six-month program. Medical claims also declined by $1,421 per participant. Every dollar invested in the program resulted in six-dollar savings in health care.
  • Another research study by the Rand Corporation on wellness program analysis "estimated an overall ROI of $1.50, or a return of $1.50 for every dollar that the employer invested in the entire wellness program."
  • When employees feel poorly, their productivity declines. An employee who is exercising will likely have more energy and enhanced positivity.
  • The Employee Positivity Factor has the potential for several benefits to the company. "If the employee interacts with customers, it could translate into significantly higher customer experience and an increase in sales. When the employee interacts with co-workers, it could mean the generation of new ideas or solutions to business challenges, a more positive working environment, and more value produced by each employee—all of which positively affect the company's bottom line. "


Postmates and The RealReal are two examples of three-sided marketplaces that succeed by playing the intermediary between a seller and a buyer, making the experience better for each.


  • Three-sided marketplaces connect two independent user groups by playing an intermediation or matchmaking role.
  • Three-sided marketplaces effectively eliminate the challenges involved with completing a transaction between two parties. "While the "middleman" concept is nothing new, technology has opened new doors and provided the ability to monetize a marketplace from three sides instead of two."


How it works

  • Postmates is part of a three-sided marketplace that includes the users, companies, and delivery drivers.
  • "Postmates works by having a base of delivery people constantly circulating the areas of stores that have signed up for the service. Companies then use Postmates by giving the application an inventory of their products and allowing users to purchase these items online. The application then selects a Postmates delivery worker who will be able to most efficiently complete the order, first by going to the store, and then by delivering the product to the user's address."
  • For the marketplace to work, "there must be enough stores that sell their products through the application, to ensure users will order through it. There must also be enough drivers to allow that the orders are delivered accurately, and the client base is satisfied. Lastly, there must be enough users that order through Postmates so that the company can profit."
  • If two of the nodes increase their numbers, likely, the last component will also increase theirs.


The RealReal

How It Works

  • The RealReal is a consignment marketplace for luxury goods.
  • Those who wish to sell their goods send them to a centralized warehouse.
  • There the company goes through a rigorous authentication process designed to eliminate counterfeit items. They then uniformly photograph the items, post online, and resell them.
  • This eliminates all the inconvenience for sellers of high-end merchandise, while at the same time provides a single source for luxury products and seamless, trustworthy experience for buyers.


  • On Glassdoor, TheRealReal has a rating of 2.6 stars out of five. Only 38% would recommend the company to a friend.



ADP Employee Benefits


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  • BambooHR is a cloud-based system that manages human resource operations.
  • It has tens of thousands of H.R. professionals around the world. The cloud-based software is used by many companies in the software and tech, non-profit, professional services, and health and medical industries.
  • It is considered one of the top because of its market share, its 99% satisfaction rate, and because Capterra rated it 4.5 stars for ease of use.
  • The solution functionality includes applicant and training tracking, e-signatures to eliminate paper, performance tools, time-off management, and easy reporting. There's also a mobile app, meaning you can keep on top of everything while you're away from the office.
  • Bamboo has automated processes and workflow, which sends reminders when things need to be brought to someone's attention.
  • All data is protected with bank-level security.

Bamboo Employee Benefits

  • Bamboo does not publicize its specific benefit package but gives an overview here. Other specific benefits were culled from reviews on Glassdoor.
  • "Paid Paid Vacation benefit" The company gives each employee $2000 cash for a vacation.
  • "Awesome benefits, like lots of PTO (which is very-readily given), Paid-paid vacation, and good insurance benefits."
  • "The retirement benefits are great. Far better than most. Very generous time off where we are encouraged to take that time off. Paid-Paid vacation is awesome! I love the founders and trust them. I know that they truly care for each of our families and us. (This is RARE folks. Like, unicorn RARE) ".
  • "Employee benefits are designed with the employee and their family in mind, rather than what might be most cost-effective for the company."
  • "BambooHR does not do some typical tech company perks such as free food, on-site gym, recreation area, etc."


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  • Kronos specializes in workforce management solutions.
  • It was selected as one of the top because it is used by tens of thousands of organizations in 80 countries and has an annual revenue of over $1 billion.
  • Kronos Incorporated has also earned its "best-ever ranking from Fortune and Great Place to Work® as one of the 30 Best Workplaces in Technology across large U.S. employers. Additionally, in two separate award competitions, Kronos was named a Best Workplace for Inclusion in Canada for the third consecutive year and among America's Best Employers for Diversity by Forbes."
  • Kronos Workforce Ready is a cloud-based solution that includes a full suite of integrated applications for businesses of any size. Kronos Workforce Ready is a single source of authoritative data that allows companies to integrate time and attendance, payroll, H.R., and more into one human capital management system.

Kronos Employee Benefits


Trends in employee benefits include flexible work locations, expanding health care coverage to include a holistic view and student loan assistance.

Work from anywhere

  • According to a report from the SHRM, 69% of organizations allowed employees to work from home at least sometime in 2019, and 27% offered full-time telecommuting arrangements.
  • This trend increases as research has found that most "high-paying, advanced jobs are concentrated in just a handful of cities with high costs of living." Employers with flexible remote work policies can tap into broader talent pools, minimize the overhead cost of office space and potentially pay staff in line with the cost of living in their area.

Expanding health care coverage

  • While health care is still the top benefit employees care about, the definition of health care is broadening to include more support around mental, behavioral, and emotional health.
  • Many health-benefit packages are now encouraging the usage of telehealth. Telemedicine lets a patient with a minor illness, such as a cold or sore throat, connect with a health care professional over the phone or video chat. The service provider can "conduct a diagnostic test and order prescriptions within a few hours. "
  • According to the SHRM, the inclusion of telemedicine in employee health benefits packages has increased tripled since 2016. In 2019, 72% of organizations said they offered this resource. This unprecedented pace of change is driven by cost to employers and convenience to employees.
  • A survey by MetLife (U.S.) reported that "76% of employees surveyed agreed that employers are responsible for the health and well-being of employees, up from 68% in 2015."

Holistic Well-being

Student Loan Assistance

  • Student loan assistance is a discrete part of wellbeing, which is seeing growth as more companies provide solutions to help employees with their student loan balances.
  • In some programs, a company will match a worker's contribution to their student loan debt directly. In others, the employer may put that match toward the individual's retirement fund. Companies are also expanding their "efforts to help workers learn about debt consolidation and refinancing options."