Information for Employers
MAP helps employers explore available methods to make their employees' commutes easier, healthier, and less expensive. It's a simple way to boost a benefits package, employee morale, and a company's bottom line. Read below to see how!
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Also view the MAP: Information for Employers handbook for more information.
Also visit our employees page for additional programs.
TransitChek:
If your employees take public transportation to get to work, you should know about TransitChek.
- TransitChek allows employers and employees to take advantage of a tax break to reduce commuting costs.
- TransitChek is a benefit for both employees and employers.
- TransitCheks are vouchers accepted for the purchase of passes, tickets and tokens by ALL major transit providers in the Delaware Valley.
- This one program covers your employees taking any of the following:
- SEPTA
- PATCO
- NJ Transit (buses & the River LINE) ACRL
- Amtrak (monthly commuter tickets, only)
- Vanpools
- There's no minimum number of employees required to join the TransitChek program. Even if a company only has 5-6 employees participating, TransitChek tax savings add up!
More than 680 Pennsylvania employers offer TransitChek benefits to their employees. Therefore, tens of thousands of commuters are enjoying tax breaks of more than $400 a year, just for taking transit.
Here are an employer’s options:
1. As an employer-paid benefit: Employers can give employees TransitCheks in addition to salary as part of their benefits package. Neither the employer nor the employees need to pay taxes on the TransitCheks given as a benefit. And, the entire cost of the program is tax-deductible as a business expense.
2. Through a pre-tax payroll deduction: Employers can allow employees to purchase TransitCheks through a pre-tax payroll deduction. Employees can protect up to $105 a month from federal income tax and FICA taxes, saving them hundreds of dollars over the course of the year. And, employers save on the matching FICA taxes - about $90 a year for a typical employee.
3. Or, share the fare: Employers can give a portion of TransitChek as a benefit, and allow employees to take a pre-tax payroll deduction for the remainder, up to the $105 per month limit. It's the best of both worlds.
TransitChek puts money back in employees pocketbooks by lowering their commuting costs. It helps employers support clean air, reduce traffic congestion, premote a more reliable on time work force, and save money.
Any way you choose to offer TransitChek, you will add a competitive edge to your benefits package attracting and retaining quality employees.
For additional information, visit www.gettransitchek.org.
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Telecommuting:
Telcommuting is working from a remote location, such as home, for all or part of the work week. The employee uses phone, computer, fax, and other technology, rather than commuting via automobile to and from a centralized office.
By instituting a telecommuting policy, companies not only help reduce single occupancy vehicle (SOV) travel to the work site, they can also save on office space and overhead. Furthermore, employers can gain in productivity: studies have shown that employees who telecommute are more likely to fulfill their workday time commitments and take fewer sick days.
Telecommuting also increases employee retention and attracts new employees. Even if a company is supportive of telecommuting, it may not be appropriate for all employees. Companies must determine which positions and which employees are eligible, as well as how frequently each employee can exercise this option (e.g. several full days a week or a few hours each day).
A large employer may need to hire a consultant to plan and implement the program.
For additional information, visit www.dvrpc.org/transportation/commuter/map/telecom.htm.
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Flex Time:
 Flex time allows employees to set their own work schedule. The ultimate goal of a flextime policy is to allow employees to arrange a commute schedule convenient to train schedules or to accommodate vanpool and carpool options. Flextime allows employees to alter their arrival and departure times slightly to accommodate commuters schedules. For example, although official hours may be 8:30 a.m. to 5 p.m., employees may be allowed to arrive between 7:30 and 9 a.m. and leave between 4 and 5:30 p.m. That doesn’t mean employees get to set the hours! In most cases employees cannot flex their schedule on a daily basis, but must make a long-term commitment to a regular schedule. Research has shown that employees are more likely to consider shared commutes when a flexible work schedule is instituted.
For additional information, visit www.dvrpc.org/transportation/commuter/map/alternative.htm.
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Compressed work weeks help reduce the number of single occupancy vehicles (SOVs) arriving to the worksite during the week in a way much different from flextime. This option allows employees not affected by collective bargaining to condense the hours the work into fewer days, thus increasing the length of the work day, but decreasing the number of days spent at the work site.
For additional information, visit www.dvrpc.org/transportation/commuter/map/alternative.htm.
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 The Share-A-Ride program is a free computerized service that could potentially match an employee with convenient transit services, car pools, vanpool groups, and even walking and bicycling opportunities. Even employers can get on board by locating matches for their employees! Share-A-Ride offers a substitute to the single occupancy vehicle (SOV), by creating joint commutes for employees who live in or around the same area. This Travel Demand Management strategy also offers an Emergency Ride Home, in the event that a registered commuters ride home is not available.
For additional information, visit www.dvrpc.org/transportation/commuter/map/sar.htm.
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Parking Management
 Most employees who receive free parking don't think of it as a perk. The challenge with this option is to alter employee thinking so that parking is viewed as a benefit, not a guarantee. Parking Management encourages employees to use shared commute methods by making single occupancy vehicle (SOV) travel less convenient and/or more expensive. Most effectively employed in the suburbs, where parking is viewed as plentiful and inexpensive, this approach treats parking as a privilege.
Proven methods of parking management include:
- Charging a fee for parking if it is currently free.
- Establishing a "cash out" program whereby all employees are given a transportation subsidy. Those employees who choose to drive must pay a fee for parking equal to that of the subsidy; those who use transit, vanpools or carpools can keep the subsidy to help pay those costs. (Tax laws should be reviewed before instituting any subsidies.)
- Offering prime, preferential spaces to those who carpool and vanpool regularly.
- Renting spaces for use by other businesses or for park-and-ride.
These programs can also be beneficial to employers by eliminating the need for additional lot construction and reducing maintenance costs. With a cash-out system, employees who currently drive do not suffer detrimental consequences, and those who don't drive now receive a subsidy for their efforts.
Preferential Parking
This program is one of the easiest to implement and costs virtually nothing! Employers designate several parking spaces or one general area closest to entrances for those employees who carpool or vanpool to work. This can be an attractive perk in any season, whether there's rain, snow, bitter cold or extreme heat. Employees must agree ahead of time to participate; this is not typically a "use as you please" option. Employers decide how to monitor the program.
For additional information, visit www.dvrpc.org/transportation/commuter/map/parkmgt.htm.
Employee Discounts
Some creative employers have developed ways to reward those employees who share their commute, and especially those who use carpools, which are not eligible for TransitChek. By working  with local retail, restaurant and service businesses, they have arranged for certain employees to receive discounts or freebies when they prove they have been sharing the ride to work.
For additional information, visit www.dvrpc.org/transportation/commuter/map/incentives.htm.
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 Bicycling & Walking - In order to encourage employees who are able to walk or bicycle to work, employers should consider installing such essential features as bicycle parking/storage and shower/locker facilities. Standard bike racks can be installed with little effort and at low cost; higher quality storage may require greater investment. Shower or changing facilities may also benefit additional employees who would like to work out over lunch, and this supplementary function may help justify installation of these accommodations.
Shuttle Services - This service can be established by using rented shuttles or through informal carpools or vanpools. To keep costs down, a company can provide rush-hour service only, at no cost or at a small fee to employees. This option becomes most cost-effective when several companies in the same vicinity pool their efforts and money to serve more employees. If there is a large market for this type of service, it may be beneficial to speak with a MAP contact or a representative from the local transit provider about extending regular service or offering an official shuttle service.
Accommodating Childcare Schedules - Daycare is an increasingly important issue with working parents, and is often the main reason given for not sharing the commute to work. Accommodating working parents with children is one way to attract and retain high-caliber employees.
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