Reduce turnover and Boost Culture

The cost of employee turnover is exorbitant, and with statistics looming around every corner, taking a look at what employees are saying is no longer just a suggestion; it’s imperative to creating a culture that clearly represents its company.


The decision to join a new organization is often accompanied by leaving another, and new hires are placing bets that their new role will be better than the last, fulfilling a need the previous employer was not. People ask for opinions from friends and family, search online for ratings and reviews and do what they can to find out if a company can help in achieving their personal goals. It is a decision that starts with rational considerations but is ultimately decided based on emotions and the connection that they feel with their new employer, and from the point they make the decision, all interactions build their perception about what it means to be an integral part of the organization. This is why on-boarding needs to be a refined process, offering employees the opportunity to truly feel at home. From a company’s perspective, it is a perfect opportunity to deliver on its value proposition and any other promises made during the hiring process—not only to meet expectations, but to exceed them. Our Corporate Benefits Program is designed to help Organization Name do that without having to subtract anything from its bottom line. There are not many things in life that have more of a correlation than work and home. Being able to play a role in helping employees—brand new or seasoned—establish themselves in their local communities is a crucial factor in earning their trust and giving them confidence in their employer.

“The benefits and perks that employees truly care about are those that offer them greater flexibility, autonomy and the ability to lead a better life… In general, employees are most likely to say they would change jobs for benefits and perks closely related to their quality of life. They are quite interested in jobs that offer them a way to balance work and home better, gain a deeper sense of autonomy and secure their financial future. (Gallup)”


In today’s uncertain economic climate, more businesses are seeking to create workplace environments that offer employees improved value and benefits.

That includes helping to manage personal finances and to prepare for retirement. In fact, two-thirds of North American employers now offer their workers financial education, according to a new report from the Wisconsin-based International Foundation of Employee Benefit Plans. Not only does this addition to employee benefits programs lead to happier and healthier workers, but it also can boost productivity as well as a company’s bottom line.

According to the recent survey Finding the Links Between Retirement, Stress and Health, financial stress can lead to decreased productivity

One-in-five workers reported feeling extremely stressed, mostly because of their job or finances. Those reporting high levels of stress were more than four times as likely to suffer from symptoms of fatigue, headaches, depression or other ailments. They also were twice as likely to report poor health overall, leading to more sick days, increased absenteeism and decreased productivity. Four-out-of-five employers reported that their employees’ personal financial issues were impacting their job performance somewhat, very much or to an extreme degree. This resulted in an increase in stress among employees (reported by 76 percent of employers); workers’ inability to focus at work (60 percent); and absenteeism and tardiness (34 percent). More than a quarter of employers also reported that a significant portion of their workers were challenged by both supporting their children (sometimes grown) and aiding elderly parents.

More companies are realizing that offering health-care and retirement plans is no longer enough and are beginning to look for ways to also help their employees with personal monetary challenges such as housing, home ownership and financial planning.

To help with this process, USA Mortgage is proud to offer its Corporate Benefits Program, a workplace-sponsored Financial Education & Resource Program for employers and organizations throughout Organization name.


Including special home financing benefits—through the Corporate Mortgage Benefit Program. The program is quick and easy to set up, and once it’s ready to go, there’s nothing more you need to do. You’ll receive uncomplicated communication to share with your employees. Then, we’ll work directly with them to help them understand their home financing options and provide ongoing support every step of the way.

  • Personalized support, education and tools your employees need to confidently plan for and move through the home financing process
  • Competitive rates and fees on various home financing products and programs
  • Employees interact with us where and how they like— in person, over the phone or on-the-go


Through our Corporate Benefits Program, you’ll be able to easily locate financing that meets your needs and supports your homeownership goals. You’ll find competitive rates and fees on an array of loans and programs, with special options also available for those who are planning to build a new home or undergo home improvements. As an experienced home mortgage consultant, I can offer you personal guidance throughout the entire home financing process.


Online educational videos on my website can help you prepare to buy a home and learn about the home financing process.

  • Find the ideal mortgage using our home loan shopping tools and calculators.
  • Once you’ve applied, check your loans’ progress via a computer, smartphone or tablet with your LoanTracker.
  • Manage your mortgage and other PERL accounts online.


You might be eligible to make a down payment as low as 3 percent on a fixed-rate loan for a single-family home with your first mortgage. You’ll have a chance to lower your interest rate through homebuyer education. To ensure eligibility, ask me about the loan amount, type of loan and type of property.

Benefits for Everyone


  • Increased employee loyalty
  • Reduced absenteeism.
  • Improved financial well-being.
  • Since buying a home is one of the top three stressful endeavors, less stress = more productive employees!
  • Minimal administration required by your company; we do most of the work.
  • Exclusive co-branded benefits website accessible to your employees and their families!
  • No cost to your company or organization.


  • All employees are eligible, and it’s completely voluntary.
  • Educational materials are accessible through the co-branded benefits website.
  • “Lunch & Learn” seminars are available.
  • An exceptional team of real estate and financial experts are hand-picked and pre-screened for the benefit of participating members.
  • A one-on-one relationship and a concierge experience working with a Mortgage Advisor and team.
  • Professional advice and customized mortgage solutions for each borrower.
  • Discounts on real estate commissions, home inspections, closing costs, moving expenses and more!
  • Valuable savings when buying, selling and refinancing a home.
  • Discounts on products and services in your area.

Homeownership for Future Employees


With a job offer letter mortgage, your future employees may qualify to buy a home with a non-contingent offer letter. A job offer letter must clearly outline employment terms – namely salary and start date. If that info is present and the income isn’t variable or commission-based, PERL may be able to approve and fund a loan with nothing more than the offer letter for income documentation for your future employees.

Subject to terms and conditions and credit qualification; not a commitment to lend, and not all borrowers may qualify.


  • Income must begin within 90 Days of Closing (60 days for VA/FHA/USDA)
  • Is non-contingent or provide documentation, such as a letter or e-mails from the future employer verifying all contingencies have been cleared, and
  • Includes the terms of employment, including employment start date, position, and annual income based on salary (e.g., hourly earnings are not permitted)
  • For a salary increase, documentation must indicate that the increase is fully approved and is explicitly granted to the employee
  • Reserves are required covering 6 months principal, interest, taxes, and insurance