To stay competitive in the contest to attract and retain top talent, we have developed benefits and programs to address employees’ varied needs and to help them achieve an appropriate work-life balance.

Health and Well-being

Employees can access a range of conventional health-related benefits, such as medical, dental, vision, life, accidental death and dismemberment, as well as legal insurance coverage.  Domestic partner benefits also are extended to same-sex couples.

For employees who feel they have lower health risks or concerns, we recently introduced a high-deductible health care option at more affordable rates.  This plan is attached to a Health Savings Account (HSA) to which El Paso contributes $1,000 per covered employee to pay out-of-pocket healthcare costs.  

The Employee Assistance Program (EAP) is a gateway to information and resources to deal with issues such as child care or parenting support, elder care, personal stress, mental health, substance abuse, legal assistance, financial services, and relocation services. In 2007, 131 employees accessed the EAP, resulting in 206 services provided. Nearly 500 unique visits to the EAP Web site also were tracked in 2007.

Fitness Program Funding

As part of our focus on wellness, this year we eliminated the membership fee to our on-site fitness center in downtown Houston.  Of the 1,677 eligible Houston-based employees, more than 1,000 employees had memberships in 2007, compared with 424 in November 2006.  Employees outside the Houston area are eligible for a $25 monthly subsidy to cover their membership at the fitness center of their choice. Since the program’s inception in 2005, El Paso has subsidized 640 employees’ fitness club memberships. 

In 2008, we will significantly increase financial support of the fitness center and fitness subsidies.

Late in 2007 we launched a major renovation of our fitness center with improvements including:

• New aerobic and strength-training equipment;
• Upgrades to the flooring, expanded workout area, and upgrades to the indoor track;
• Updated “fit and finishes” throughout the facility;
• Upgrades in shower and locker areas.

Commuting and Flexible Scheduling

For three consecutive years, the Environmental Protection Agency (EPA) has recognized El Paso as one of the top 20 places to work for commuters among Fortune 500 companies. We’ve earned this distinction, in part, by providing subsidies for employees who carpool or ride mass transit to work and encouraging flexible scheduling when possible. In the Houston area alone, El Paso spends an average of $55,000 per month to provide either $50 bus pass subsidies or $25 carpool subsidies to employees.

Employee Transportation Subsidies

Our Flex Forty policy gives employees the flexibility to adjust their schedules from week-to-week, as long as their department’s staffing needs are met. Allowing employees to adjust their schedules to begin work as early as 6 a.m. and conclude as late as 7 p.m. is not only a convenience to employees, but it also helps to reduce the number of vehicles on the road during peak travel times. Employees can adjust their schedules from week-to-week to work a 40-hour week and still leave early, or “flex out” on Friday afternoon. Because of this flexibility, Human Resources does not track program participation through Payroll Services. It is estimated that approximately 60 percent of employees used flex time in 2007. Telecommuting and job-sharing are other options that we offer to enhance workplace flexibility.


We also offer multiple part-time employment arrangements. Employees can choose to work a 20-hour week—earning their salaries only—or a 30-hour week and retain their benefits.