It was this convenience, coupled with family-oriented insurance plans, flexible work schedules and a bonus plan that pays up to 15 percent on top of high base salaries, that won Cirque, a developer of touch-input software and equipment, a top spot in the Department of Workforce Services' 2008 Work/Life Awards for employers with 50 or fewer employees.

"It gives our employees a sense of pride and belonging to know that we care enough about them," said Anna Williamson, Cirque' CFO.

The Work/Life Awards aim to identify exceptional workplaces that maintain a positive balance for employees and to honor businesses that focus on employee needs. A computed score derived from a company profile, coupled with written comments from employees evaluated by the Department of Workforce Services determine the winners. Competition is divided into three categories - micro, fewer than 50 employees; medium, from 50 to 500; and large, more than 500.

"It's difficult for a small employer to compete with a large one, and we didn't want large and small employers to feel that you win this for having more bells and whistles," said Lynette Rasmussen, director of the Department of Workforce Service' Office of Work and Family Life.

Benefits extended to employees, both material and otherwise, can vary dramatically among companies.

Larger firms often are able to offer greater financial benefits without risk to their bottom lines, as witnessed by Mountain America Credit Union, a winner in the large division category, with offers employees steep health care discounts, checking accounts, mortgage services and financial help to those seeking child care services.

But smaller companies often can offer more of a familial environment.

"The things that you can do in small organizations with relationships can be more meaningful than money," said Marshall Paepke, senior vice president of human relations at Mountain America. "When you grow, you no longer know everyone. It's different to create a culture where people feel engaged and empowered."

To counteract its size of more than 800 employees, Mountain America sponsors bonding initiatives such as Take Your Child to Work Day, which drew more than 200 participants this year.

In other companies, benefits have more to do with value of work than financial rewards. Phil Shumway, executive director of TURN Community Services, a nonprofit provider of assistance for people with disabilities and a winner in the medium category of the awards, believes that employees value rewarding work over financial perks.

"We sure don't pay them well," Shumway said, noting the $8-an-hour beginning wage. "But when people come to work for us and understand their jobs, it makes a world of difference. People feel good about doing good work every day."

ccrockett@sltrib.com

MICRO DIVISION (fewer than 50 employees):

* Cirque Corp.

* Fehr & Peers

* Petzl America

* The Intrepid Group

* Utah Foster Care Foundation

MEDIUM DIVISION (50 to 500 employees):

* Cooper Roberts Simonsen Associates

* Forever Green

* Futura Industries

* Intermountain Financial Group

* MVCI Owner Services

* Software Technology Group

* The Leavitt Group

* TURN Community Services

* Westminster College

LARGE DIVISION (more than 500 employees):

* 1-800-Contacts Inc.

* ARUP Laboratories

* Citi Cards

Comcast

* Mountain America Credit Union

* Nicholas & Co., Inc.

* Usana Health Sciences