Tips to starting a TravelWise Program

 Partners

 Transit

 Carpool

 Bike/Walk

 Telework

 Flexible Work Hours

 Compressed
  Workweeks

 Energy Savings

 Air Quality

 CommuterLink

 UDOT Construction

 Resources and Downloads



Getting started on a Transit program:

  • Survey employees to determine interest in a transit benefit system, making sure to accurately represent potential savings to employees.
  • Explore the possibility of providing shuttle service to and from the nearest FrontRunner or TRAX station, depending on the location of your business. Coordinate with other employers near you to see if they are already providing this service or have interest in providing it and sharing in the costs.
  • Talk with your HR representatives or your accountant about the federal tax code allowance for contributing up to $230/month to employees' transit benefits tax free.
  • Contact UTA to determine how best to implement an employee transit benefit.
  • Offer employees a Guaranteed Ride Home benefit. This can be accomplished relatively inexpensively by simply paying for cab fare when an emergency or sickness arises. In reality, Guaranteed Rides Home are not often used by employees and the cost of providing this security is minimal.

Getting started on a Teleworking program:

  • Establish a telework coordinator and/or implementation task force.
  • Identify and screen positions or employees with job skills that make them suitable for telework and determine their level of interest.
  • Determine whether employees will telework from a telework center or be a home-based teleworker.
  • Design and implement incentives and a recognition program that rewards employees who successfully telework or managers who effectively supervise telework employees.
  • Provide necessary technical support so that technology equipment or connections are not a barrier to productivity.
  • Be sure to provide an orientation and on-going training on how to telework successfully.
  • Develop company policies and procedures on telework for future use.

Getting started on a Rideshare/Carpooling program:

  • Survey employees to determine interest in carpool benefits, making sure to accurately represent potential savings to employees. This survey should include what kinds of incentives would make them more likely to carpool. These incentives can include things such as preferential parking, or reduced cost or free parking. The Association for Commuter Transportation (ACT) provides a Commuter Mode Survey in their Transportation Demand Tool Kit, which can be ordered at www.actweb.org.
  • Contact UTA Rideshare (www.utarideshare.com) to take advantage of their carpool matching software.
  • Consider vanpooling options. UTA's Rideshare operates a vanpool program where employees form a commuting group using a UTA Rideshare vehicle. Tax benefits are available to employers who contribute up to $230/month to employees' transit benefits tax free.
  • Offer employees a Guaranteed Ride Home benefit. This can be accomplished relatively inexpensively by simply paying for cab fare when an emergency or sickness arises. In reality, Guaranteed Rides Home are not often used by employees and the cost of providing this security is minimal.

Getting started on a Flexible Work Schedule program:

  • Screen and evaluate which positions are appropriate for flexible work hours; focus on performance, not the number of hours on the job.
  • Survey employees to determine level of interest in flexible work hour arrangements.
  • Design and implement a promotional campaign that indicates managers and supervisors are supportive of employees who choose to work flexible hours.
  • Create an incentive and/or award program that acknowledges individuals who work flexible hours and thereby reduce the number of cars on the road during peak traffic hours thus improving air quality. Don't forget to reward the managers/supervisors of employees using flexible time options.

Getting started on a Compressed Workweeks program:

  • Check with the human resources department on your company's alternative work schedule policy, which may include both compressed workweeks and flexible work hours.
  • Discuss with your supervisor what schedule would work best for your department's workload as well as you personally; be sure to think about the work demands of your area.
  • If there currently is no policy regarding alternative work schedules, ask your HR department to survey employees to determine level of interest in compressed workweek arrangements.

Getting started on an Active Transportation program

  • Provide incentives and/or an award program to encourage and recognize employees that walk or bike to work. Incentives or awards could include additional vacation time, free breakfast or lunch once a month, financial-based rewards or a club card that provides discounts from local merchants.
  • Make sure there is free and secure bicycle parking.
  • Provide on-site showers and lockers so that employees can freshen up before starting their workday.
  • Encourage employees to live closer to work so they can take advantage of biking or walking options.
  • Offer employees a Guaranteed Ride Home benefit. This can be accomplished relatively inexpensively by simply paying for cab fare when an emergency or sickness arises. In reality, Guaranteed Rides Home are not often used by employees and the cost of providing this security is minimal.
  • Check with your HR department or accountant about recent federal tax code changes offering deductions for monthly bicycle allowances up to $20/month.