We all know that employees at the search engine giant Google gets benefit from fabolous perks including hefty payouts, and other benefits, such as health insurance, retirement benefits, gourmet food, on-site doctors and free haircuts and so on. What was not known "until now" was that the Googlers will also get a new "death benefits" when employed.
Google's chief people officer, Laszlo Bock, in a recent interview has said that employees will be given new "death benefits," which means that they would now be covered not jut in life, but even after the death.
"This might sound ridiculous," Bock said.
The revealtion was made in the never-before-made-public-perk details of the search gaints's perks program, which include benefits such as that if a Googler dies while under the tech gaint's employment , their spouse or life partner will receive 50% of their salary for the next decade.
"Should a U.S. Googler pass away while under the employ of the 14-year old search giant, their surviving spouse or domestic partner will receive a check for 50% of their salary every year for the next decade."
Even more surprising, a Google spokesperson confirms that there's "no tenure requirement" for this benefit, meaning most of their 34 thousand Google employees qualify.
"One of the things we realised recently was that one of the harshest but most reliable facts of life is that at some point most of us will be confronted with the death of our partners," Bock said. "And it's a horrible, difficult time no matter what, and every time we went through this as a company we tried to find ways to help the surviving spouse of the Googler who'd passed away."
Under the perks scheme, along with addition to the 10-year pay package, of their partner's salary for a decade, surviving spouses will also have acess to their partner's shares in the company. If a couple has children, they will receive U.S. dollar $1,000 per month until the age of 19, or 23 if the child is a full-time student.
"Obviously there's no benefit to Google," Bock said. "But it's important to the company to help our families through this horrific if inevitable life event."
Bock says it's more a question of ethics than money or improved employee performance. "When it comes down to it, it's better to work for a company who cares about you than a company who doesn't," he said. "And from a company standpoint, that makes it better to care than not to care."
Google People experts use three methods to tap into the needs of employees: an annual survey called "Googlegeist" that measures the temperature of employees in every department and analyzes data to identify emerging trends, employee resource groups (read: clubs) where like-minded employees share ideas that are funneled up to HR (Bock says the most active are the "Grayglers," the self-titled club for over-the-hill Googlers), and email aliases that run the gamut from financial advice to childcare options to café feedback.
The case-by-case do-goodery was formally implemented in 2011.