Employee Retention of Eastman Kodak : Eastman Kodak Company (NYSE: EK) is a multinational US corporation which produces imaging and photographic materials and equipment. Long known for its wide range of photographic film products, Kodak is re-focusing[3] on two major markets: digital photography and digital printing.
Eastman Kodak Company (Kodak) is committed to providing a work environment that is free from unlawful discrimination and harassment in any form. It is Kodak’s policy to comply with all applicable laws that provide equal opportunity in employment for all persons and to prohibit unlawful discrimination in employment. Kodak’s policy is not to discriminate by reason of race, color, religion, sex/gender, gender identity, sexual orientation, marital status, pregnancy, genetic information, citizenship status, national origin, age, disability or veteran status. In addition, in each country in which it operates, Kodak will comply with all applicable laws prohibiting employment discrimination based on any other factor.
Kodak will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship. Persons with disabilities who are in need of accommodation are encouraged to discuss their needs with their Manager, Human Resources, or Kodak Medical Services.
This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Every day you make a choice about where you work: which company deserves your talent, your best thinking, and your passion. Every day, customers also make choices—about where to do business, and whom to reward with their purchases. Making Kodak the place where you want to work, and where customers want to do business, is what the New Kodak is all about. As the world's foremost imaging innovator, Kodak helps consumers, businesses, and creative professionals unleash the power of pictures and printing to enrich their lives. If you can see yourself in our vision, Kodak is the place for you.
When Kodak made Brownies, folks began to say cheese. The inventor of the Brownie camera (1900), Kodak has retouched its image from a top maker of photographic film to a provider of imaging technology products and services to the photographic and graphic communications markets. The firm reorganized its business to focus less on film sales and more on sales of digital cameras and imaging systems. It operates through three segments: Consumer Digital Imaging Group; Film, Photofinishing, and Entertainment Group; and Graphic Communications Group. Kodak's multiyear shift to become a digital technology business spurred the company in 2009 to discontinue its iconic Kodachrome color film, which had logged sales declines.
Managers and supervisors have special responsibilities with respect to the policy against discrimination and harassment. They must understand the Company Policy prohibiting discrimination and harassment.
Generally, Kodak’s anti-discrimination policy requires that employment decisions and actions are made without regard to a person’s race, color, religion, sex/gender, gender identity, sexual orientation, marital status, pregnancy, genetic information, citizenship status, national origin, age, disability, or veteran status. Examples of employment decisions include, but are not limited to, evaluating employees’ performance; making recommendations on hires, transfers, development opportunities and promotions; recommending discipline, corrective action and termination.
Not only must managers and supervisors conduct themselves in a manner consistent with this policy, they are also responsible for establishing and maintaining a work environment free of unlawful harassment and unlawful discrimination. Managers and supervisors must educate employees on the policy. They must maintain open lines of communication, allowing employees to express their concerns without fear of retaliation. They must stop any form of harassment they observe. They must identify incidents of discrimination immediately and report them to Human Resources and their organization management. Managers and supervisors must ensure, with assistance from Human Resources and Security, that an investigation of allegations of discrimination or harassment is initiated immediately after they are reported. Based on the investigation, managers and supervisors must take appropriate and immediate action.
Employee Responsibility
Employees have important responsibilities with respect to the policy against unlawful discrimination and harassment.
Kodak employees are responsible for knowing and understanding this policy and promoting a workplace free of unlawful discrimination and harassment by conducting themselves in a manner consistent with this policy. Employees also have a responsibility to report any unlawful discrimination or harassing conduct they are subjected to or they observe taking place toward another employee immediately to their supervisor, or Human Resources.
Human Resources Responsibility
Human Resources has the same responsibilities as all other employees relative to compliance with company policy. In addition, they are responsible for conducting thorough investigations of the complaints that are brought forward by management. It is critical that HR involves Corporate Security immediately in those situations where either violator is unknown or it is otherwise appropriate to involve Corporate Security. The HR Manager should also notify his/her senior HR Director within twenty-four hours of all complaints of discrimination and harassment. Human Resources will assist in determining the proper mode of investigation and the appropriateness of involving other corporate resources such as Corporate Security. Maintaining appropriate confidentiality throughout investigations is critical.
It is also the responsibility of the HR Manager to provide appropriate coaching and support for all parties involved in harassment and discrimination situations. In cases where the client is not responsive to coaching relative to company procedure and policy, the HR Manager is obligated to elevate the situation in a timely way (48 hours) to an appropriate level in the HR and line organizations.
Many businesses have responded and various studies indicate both a growth in flexible work options and
an expanded understanding of their relevance to workforce recruitment, morale, production, and retention.3
However, to the extent that flexibility is available, access differs considerably across occupations with
managerial, administrative and professional workers having the most flexibility.4
Uniform information on FWA characteristics, access and utilization is not available across job sectors and
occupations. Most publicly available literature on the implementation of FWAs is employer-based and tends
to emphasize the processes through which companies develop and market their flexible arrangements and
only minimally describes the specific details of actual policies and their use. To the extent that these programs
have been documented, several themes emerge. The catalyst for change often begins with employees.
Companies may learn of employee dissatisfaction through a survey or a needs-assessment, or supervisors may
be approached by individual employees with compelling requests for flexible work. Occasionally, the process
begins at the top; in these cases, companies may be trying to address a systemic problem like high turnover
rates or absenteeism.
Kodak's flexible benefits program (Flex Program) lets you tailor benefits annually to the needs of you and your family. Kodak contributes toward the cost of many Flex Program benefits. The following are benefit options within the Flex Program:
Medical
Dental
Flexible Spending Accounts (Health Care & Dependent Care)
Health Savings Account (HSA)
Life Insurance - Employee & Dependent
Accidental Death and Dismemberment Insurance (AD&D) - Employee
& Dependent
Long-Term Disability (LTD)
Vacation Buy
Long-Term Care
Planning for the Future
Everyone wants financial security. That's why Kodak offers employees a competitive retirement benefits program. Cash Balance Plus is the retirement program for new Kodak employees. Cash Balance Plus has three components: Cash Balance pension account, 401(k) plan and access to retiree medical coverage. Kodak also offers
Eastman Kodak Company (Kodak) is committed to providing a work environment that is free from unlawful discrimination and harassment in any form. It is Kodak’s policy to comply with all applicable laws that provide equal opportunity in employment for all persons and to prohibit unlawful discrimination in employment. Kodak’s policy is not to discriminate by reason of race, color, religion, sex/gender, gender identity, sexual orientation, marital status, pregnancy, genetic information, citizenship status, national origin, age, disability or veteran status. In addition, in each country in which it operates, Kodak will comply with all applicable laws prohibiting employment discrimination based on any other factor.
Kodak will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship. Persons with disabilities who are in need of accommodation are encouraged to discuss their needs with their Manager, Human Resources, or Kodak Medical Services.
This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Every day you make a choice about where you work: which company deserves your talent, your best thinking, and your passion. Every day, customers also make choices—about where to do business, and whom to reward with their purchases. Making Kodak the place where you want to work, and where customers want to do business, is what the New Kodak is all about. As the world's foremost imaging innovator, Kodak helps consumers, businesses, and creative professionals unleash the power of pictures and printing to enrich their lives. If you can see yourself in our vision, Kodak is the place for you.
When Kodak made Brownies, folks began to say cheese. The inventor of the Brownie camera (1900), Kodak has retouched its image from a top maker of photographic film to a provider of imaging technology products and services to the photographic and graphic communications markets. The firm reorganized its business to focus less on film sales and more on sales of digital cameras and imaging systems. It operates through three segments: Consumer Digital Imaging Group; Film, Photofinishing, and Entertainment Group; and Graphic Communications Group. Kodak's multiyear shift to become a digital technology business spurred the company in 2009 to discontinue its iconic Kodachrome color film, which had logged sales declines.
Managers and supervisors have special responsibilities with respect to the policy against discrimination and harassment. They must understand the Company Policy prohibiting discrimination and harassment.
Generally, Kodak’s anti-discrimination policy requires that employment decisions and actions are made without regard to a person’s race, color, religion, sex/gender, gender identity, sexual orientation, marital status, pregnancy, genetic information, citizenship status, national origin, age, disability, or veteran status. Examples of employment decisions include, but are not limited to, evaluating employees’ performance; making recommendations on hires, transfers, development opportunities and promotions; recommending discipline, corrective action and termination.
Not only must managers and supervisors conduct themselves in a manner consistent with this policy, they are also responsible for establishing and maintaining a work environment free of unlawful harassment and unlawful discrimination. Managers and supervisors must educate employees on the policy. They must maintain open lines of communication, allowing employees to express their concerns without fear of retaliation. They must stop any form of harassment they observe. They must identify incidents of discrimination immediately and report them to Human Resources and their organization management. Managers and supervisors must ensure, with assistance from Human Resources and Security, that an investigation of allegations of discrimination or harassment is initiated immediately after they are reported. Based on the investigation, managers and supervisors must take appropriate and immediate action.
Employee Responsibility
Employees have important responsibilities with respect to the policy against unlawful discrimination and harassment.
Kodak employees are responsible for knowing and understanding this policy and promoting a workplace free of unlawful discrimination and harassment by conducting themselves in a manner consistent with this policy. Employees also have a responsibility to report any unlawful discrimination or harassing conduct they are subjected to or they observe taking place toward another employee immediately to their supervisor, or Human Resources.
Human Resources Responsibility
Human Resources has the same responsibilities as all other employees relative to compliance with company policy. In addition, they are responsible for conducting thorough investigations of the complaints that are brought forward by management. It is critical that HR involves Corporate Security immediately in those situations where either violator is unknown or it is otherwise appropriate to involve Corporate Security. The HR Manager should also notify his/her senior HR Director within twenty-four hours of all complaints of discrimination and harassment. Human Resources will assist in determining the proper mode of investigation and the appropriateness of involving other corporate resources such as Corporate Security. Maintaining appropriate confidentiality throughout investigations is critical.
It is also the responsibility of the HR Manager to provide appropriate coaching and support for all parties involved in harassment and discrimination situations. In cases where the client is not responsive to coaching relative to company procedure and policy, the HR Manager is obligated to elevate the situation in a timely way (48 hours) to an appropriate level in the HR and line organizations.
Many businesses have responded and various studies indicate both a growth in flexible work options and
an expanded understanding of their relevance to workforce recruitment, morale, production, and retention.3
However, to the extent that flexibility is available, access differs considerably across occupations with
managerial, administrative and professional workers having the most flexibility.4
Uniform information on FWA characteristics, access and utilization is not available across job sectors and
occupations. Most publicly available literature on the implementation of FWAs is employer-based and tends
to emphasize the processes through which companies develop and market their flexible arrangements and
only minimally describes the specific details of actual policies and their use. To the extent that these programs
have been documented, several themes emerge. The catalyst for change often begins with employees.
Companies may learn of employee dissatisfaction through a survey or a needs-assessment, or supervisors may
be approached by individual employees with compelling requests for flexible work. Occasionally, the process
begins at the top; in these cases, companies may be trying to address a systemic problem like high turnover
rates or absenteeism.
Kodak's flexible benefits program (Flex Program) lets you tailor benefits annually to the needs of you and your family. Kodak contributes toward the cost of many Flex Program benefits. The following are benefit options within the Flex Program:
Medical
Dental
Flexible Spending Accounts (Health Care & Dependent Care)
Health Savings Account (HSA)
Life Insurance - Employee & Dependent
Accidental Death and Dismemberment Insurance (AD&D) - Employee
& Dependent
Long-Term Disability (LTD)
Vacation Buy
Long-Term Care
Planning for the Future
Everyone wants financial security. That's why Kodak offers employees a competitive retirement benefits program. Cash Balance Plus is the retirement program for new Kodak employees. Cash Balance Plus has three components: Cash Balance pension account, 401(k) plan and access to retiree medical coverage. Kodak also offers
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