Employer Frequently Asked Questions

• What does CUTR provide?
• Are all participating employers required to provide the same commuting benefits?


• Does our organization need to meet the requirements before applying?
• How did The Center for Urban Transportation Research (CUTR) decide on the minimum percent participation requirement?


• Is information submitted to CUTR in the annual program update or commuter survey considered confidential?


• What is CUTR role in this project?

Q. What do EPA and DOT provide?

• Public recognition and employee recruiting. CUTR provides credible, third-party public recognition to employers making the list of Best Workplaces for Commuters^SM, helping these employers gain recognition as commuter friendly and environmentally responsible. CUTR protects the term Best Workplaces for Commuters^SM, so that only those employers who meet the National Standard of Excellence may use it to describe themselves. To view a list of media results, visit the Media section.

• Technical briefs and assistance. CUTR provides commuter benefit briefs that answer commuter benefit implementation and management questions. We also provide employers technical assistance in meeting the National Standard of Excellence.

• Web tools. EPA developed a Web-based calculator that allows an employer to assess the tax and overall financial, environmental, and traffic impacts of commuter benefits.

• Exchange ideas. We provide phone forums for exchanging ideas among employers meeting the National Standard of Excellence for employer-provided commuter benefits.

Q. Are all participating employers required to provide the same commuting benefits?
A. No. We allow employers to offer a flexible combination of commuter benefits that can be tailored to a particular company, its employees, and the community. All participating employers, however, are required to offer their employees at a qualifying work site at least one of the following primary benefits:

• Employer-paid tax-free transit/vanpool benefits.
• Telework.
• Parking cash-out.
• Another commuter benefit proposed by the employer that would have a similar impact on the number of people driving alone and that represents a significant workplace benefit.

Employers must also pick three additional commuting benefits from a list of options and provide an Emergency Ride Home.

Q. Does our organization need to meet the requirements before applying?
A. No. The employee participation requirement of 14 percent or more must be met within 18 months of applying. The other requirements must be met before applying for the certification.

Q. How did the CUTR decide on the minimum percent participation requirement?
A. The 14 percent represents the average percent of commuters outside major metropolitan areas who do not drive alone to work. CUTR requires this minimal participation level to ensure that employers with low participation rates are not given the same recognition as those with more effective programs.

Q. Is information submitted to CUTR in the annual program update or commuter survey considered confidential?
A. It's up to each employer to decide if the information they submit to CUTR is confidential, or if it can be made public in marketing materials. CUTR will respect the wishes of the employer.

Q. What is CUTR's role in this project?
A. CUTR promotes commuter choice across the country by conducting the following activities:

• Working with environmental stakeholders.
• Working with supporters to develop successful regional/metro area campaigns.
• Providing public recognition to employers demonstrating environmental leadership.
• Offering expertise in transportation choices and advanced transportation information systems and services.
• Using its network of relationships with state transportation offices and transit companies.
  

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