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Articles 1 - 19 of 19
Full-Text Articles in Labor and Employment Law
Flexible Work Arrangements: Selected Case Studies, Jean Flatley Mcguire, Phyllis Brashler
Flexible Work Arrangements: Selected Case Studies, Jean Flatley Mcguire, Phyllis Brashler
Memos and Fact Sheets
Employees have shown a great desire for flexible work arrangements (FWAs). National data reveals that nearly 80% of workers say they would like to have more flexible work options and would use them if there were no negative consequences at work. However, most workers do not have access to flexible work arrangements and barriers to their effective implementation persist in many organizations as the following nationally representative employer-based survey data reveals.
The United Kingdom Flexible Working Act, Georgetown Federal Legislation Clinic
The United Kingdom Flexible Working Act, Georgetown Federal Legislation Clinic
Memos and Fact Sheets
In 2002, the United Kingdom passed new legislation granting employees with young or disabled children the right to request flexible work arrangements from their employers. The law does not guarantee a right to flexible working but seeks to increase flexibility in UK workplaces by requiring a process for negotiation between employees and employers. Stated simply, that process places the initial responsibility on the employee to propose a new work arrangement and explain its potential impact on the employer. The employee and employer must then consider the request together, and the employer may refuse the request only for certain business reasons.
Short Term Time Off: The Current State Of Play, Workplace Flexibility 2010, Georgetown University Law Center
Short Term Time Off: The Current State Of Play, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Many people think of workplace flexibility as flexibility that is provided on a long term, regular basis — for example, flexibility provided through alternative work schedules, compressed workweeks, or part time positions. Under Workplace Flexibility 2010’s conceptualization, however, workplace flexibility also includes the ability to address day-to-day life needs on a short term basis.
Short term needs for flexibility are numerous: to recover from an illness; take care of a sick child; attend a school conference, funeral or medical appointment; wait for a repair person; or appear in court. Some needs may be anticipated; others will arise unexpectedly.
Flexible Work Arrangements: The Overview Memo, Workplace Flexibility 2010, Georgetown University Law Center
Flexible Work Arrangements: The Overview Memo, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Many employees today have ongoing, predictable demands on their time outside of work. These demands may include dependent children, an ill family member, a long commute, a desire for increased education, or a commitment to community or religious activities. To meet these demands, and to get a paying job done, such individuals often need to work at a different time or in a different place than the traditional “9 am to 5 pm, five days/week, face time at the workplace” rubric.
In response to employee and employer needs and preferences, some employers provide what we call “Flexible placethat work gets …
Sharing The Costs, Reaping The Benefits: Paid Family And Medical Leave In Massachusetts, Randy Albelda, Alan Clayton-Matthews
Sharing The Costs, Reaping The Benefits: Paid Family And Medical Leave In Massachusetts, Randy Albelda, Alan Clayton-Matthews
Labor Resource Center Publications
This report provides an analysis of the costs and benefits associated with Massachusetts Senate President Robert Travaglini's proposed family and medical leave insurance program (April 2006). The authors developed a simulation model to estimate the employer and employee wage costs when employees take paid and unpaid family and medical leaves, and they use this model to compare the current costs with those predicted under the Travaglini proposal.
For information about how the authors estimated the costs of the program and the specifics about their model, please follow the link below to "IWPR/LRC Paid Family and Medical Leave Simulation Model," originally …
Pushing The Integrated Employment Agenda: Case Study Research In Washington State, Jean Winsor, Allison Cohen Hall, John Butterworth, Dana Scott Gilmore
Pushing The Integrated Employment Agenda: Case Study Research In Washington State, Jean Winsor, Allison Cohen Hall, John Butterworth, Dana Scott Gilmore
Case Studies Series, Institute for Community Inclusion
This is the second in a series of publications highlighting findings from case studies in three states—New Hampshire, Washington, and Colorado—that are recognized as high performers in integrated employment. These products are intended to be a practical resource for states as they work to help people with disabilities obtain and maintain gainful employment.
ICI identified “high-performing” states based on the following criteria: the percentage of citizens served by the state’s mental retardation/developmental disabilities agency that participate in integrated employment, and the rate of growth in integrated employment.
In 2003, a team of ICI researchers conducted face-to-ace interviews with state and …
Comparative Chart Of “Right-To-Ask” Laws In The U.S. And Abroad, Workplace Flexibility 2010, Georgetown University Law Center
Comparative Chart Of “Right-To-Ask” Laws In The U.S. And Abroad, Workplace Flexibility 2010, Georgetown University Law Center
Charts and Summaries of State, U.S., and Foreign Laws and Regulations
No abstract provided.
The Federal Employees Flexible And Compressed Work Schedules Act (Fefcwa), Georgetown Federal Legislation Clinic
The Federal Employees Flexible And Compressed Work Schedules Act (Fefcwa), Georgetown Federal Legislation Clinic
Memos and Fact Sheets
Federal law establishes scheduling requirements for government employees, generally requiring federal agencies to set regular work hours over a traditional Monday through Friday workweek. These requirements, along with provisions of the Fair Labor Standards Act (FLSA), impede flexible work arrangements (FWAs) for federal employees.1 The Federal Employees Flexible and Compressed Work Schedules Act (“FEFCWA”) removes these legal barriers for two specific types of alternative work schedules (AWS): flexible work schedules (FWS) and compressed work schedules (CWS). Under an FWS, an agency establishes core hours when all employees must be at work and allows employees to choose arrival and departure times …
The New South Wales Carers’ Responsibilities Act, Workplace Flexibility 2010, Georgetown University Law Center, Georgetown Federal Legislation Clinic
The New South Wales Carers’ Responsibilities Act, Workplace Flexibility 2010, Georgetown University Law Center, Georgetown Federal Legislation Clinic
Memos and Fact Sheets
Enacted in 2001, the New South Wales Carers’ Responsibilities Act (“CRA”) prohibits discrimination against employees with caregiver responsibilities and provides access to reasonable flexible work arrangements. Under this law, employees have the right to request accommodations for their carer responsibilities, and employers have an affirmative obligation to consider and grant reasonable accommodations that do not impose an unjustifiable hardship. The affirmative accommodation requirement extends to requests for flexible working hours, working from home (telecommuting), part-time work, and job-share arrangements.
Flexible Work Arrangements: A Definition And Examples, Workplace Flexibility 2010, Georgetown University Law Center
Flexible Work Arrangements: A Definition And Examples, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Workplace Flexibility 2010 defines a “flexible work arrangement” (FWA) as any one of a spectrum of work structures that alters the time and/or place that work gets done on a regular basis. A flexible work arrangement includes:
1. flexibility in the scheduling of hours worked, such as alternative work schedules (e.g., flex time and compressed workweeks), and arrangements regarding shift and break schedules;
2. flexibility in the amount of hours worked, such as part time work and job shares; and
3. flexibility in the place of work, such as working at home or at a satellite location.
Our research indicates …
What Counts, And Who's Counting? Maine's Business Climate 2006, Bureau Of Labor Education. University Of Maine
What Counts, And Who's Counting? Maine's Business Climate 2006, Bureau Of Labor Education. University Of Maine
Bureau of Labor Education
Many news articles and opinion pieces continue to argue that Maine has a highly unfavorable business climate, which must be changed if Maine’s economic well-being is to improve. Such analyses raise many important questions about what policies are most likely to benefit Maine’s economy, both as a whole, and among the various areas, communities, and population segments within Maine. Increasingly, the health of Maine’s economy, and the level of the state’s well-being more broadly, seem to be equated with the issue of whether Maine has a “friendly” business climate. In turn, the question of a favorable or unfavorable business climate …
Where There’S Smoke: Employer Policies On Smoking, Sandra M. Tomkowicz, Susan K. Lessack
Where There’S Smoke: Employer Policies On Smoking, Sandra M. Tomkowicz, Susan K. Lessack
Accounting Faculty Publications
No abstract provided.
The Reckless Pursuit Of Dominion: A Situational Analysis Of The Nba And Diminishing Player Autonomy, Michael Mccann
The Reckless Pursuit Of Dominion: A Situational Analysis Of The Nba And Diminishing Player Autonomy, Michael Mccann
Law Faculty Scholarship
This Article examines required genetic testing of NBA players from a situational vantage point, integrating socio-psychological, legal, and ethical analyses. The core argument may be expressed as follows: required genetic testing of NBA players appears consistent with a broader and largely deleterious agenda by the NBA to control players. Since implementation of the rookie wage scale in 1995 through the recent imposition of a paternalistic player dress code, the NBA has increasingly usurped player autonomy. The NBA's capacity to do so largely rests in its adroit manipulation of the situational influences that influence fans and media. For instance, because of …
Select Foreign Exto Laws: By Topic, Workplace Flexibility 2010, Georgetown University Law Center
Select Foreign Exto Laws: By Topic, Workplace Flexibility 2010, Georgetown University Law Center
Charts and Summaries of State, U.S., and Foreign Laws and Regulations
No abstract provided.
Edge Employment Solutions : Department Of Agriculture And Food, Western Australia : Job Audit Report, 2006, Department Of Agriculture And Food, Western Australia, Edge Employment Solutions, Matthew Eaton, Ian Hughes, Barabara Magnowski
Edge Employment Solutions : Department Of Agriculture And Food, Western Australia : Job Audit Report, 2006, Department Of Agriculture And Food, Western Australia, Edge Employment Solutions, Matthew Eaton, Ian Hughes, Barabara Magnowski
All other publications
The Department of Agriculture and Food Western Australia (DAFWA) have been working in collaboration with EDGE Employment Solutions to identify the work opportunities that lie within the Department for people with disabilities. Based on the Equal Employment Opportunity Act 1987 (EEOA), the DAFWA have set a target of increasing their rate of employment of individuals with disabilities to constitute 4% of their entire workforce. Currently, persons' with a mild to moderate disability form 1.7% of the Public Sector.
The role of EDGE Employment Solutions pertaining to this project was to develop a matrix that would include the key roles within …
Labor Struggles, New Social Movements, And America's Favorite Pastime: New York Workers Take On New Era Cap Company, Victoria Carty
Labor Struggles, New Social Movements, And America's Favorite Pastime: New York Workers Take On New Era Cap Company, Victoria Carty
Sociology Faculty Articles and Research
Contemporary economic globalization, which is driven and regulated primarily by multinational corporations, has a direct impact on workers' lives. Trade agreements such as the North American Free Trade Agreement (NAFTA) tend to be controlled by corporate interests in the wealthy, industrialized nations. Those countries set the agenda to protect the interests of foreign investors and facilitate the mobility of capital, but they do little to protect the interests of labor. In response, workers in both the global North and South have been forced to rely on their own individual efforts to protect themselves against unfair labor practices. This article presents …
Summary Comparison Of Select Foreign Exto Laws, Workplace Flexibility 2010, Georgetown University Law Center
Summary Comparison Of Select Foreign Exto Laws, Workplace Flexibility 2010, Georgetown University Law Center
Charts and Summaries of State, U.S., and Foreign Laws and Regulations
No abstract provided.
Select Foreign Exto Laws: By Country, Workplace Flexibility 2010, Georgetown University Law Center
Select Foreign Exto Laws: By Country, Workplace Flexibility 2010, Georgetown University Law Center
Charts and Summaries of State, U.S., and Foreign Laws and Regulations
No abstract provided.
State-By-State Guide To Unpaid, Job-Protected Extended Time Off Laws, Workplace Flexibility 2010, Georgetown University Law Center
State-By-State Guide To Unpaid, Job-Protected Extended Time Off Laws, Workplace Flexibility 2010, Georgetown University Law Center
Charts and Summaries of State, U.S., and Foreign Laws and Regulations
No abstract provided.