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Social and Behavioral Sciences Commons™
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- Workplace flexibility (7)
- Flexible work arrangements (6)
- Data (4)
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- Pollution (2)
- Benefits (1)
- Environmental behavior (1)
- Environmental norm (1)
- Environmental personal norms (1)
- Environmental social norms (1)
- Environmentalists (1)
- Flexible Schedules (1)
- Global climate change (1)
- History (1)
- Incentives (1)
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- Personal responsibility (1)
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Articles 1 - 10 of 10
Full-Text Articles in Social and Behavioral Sciences
Flexible Work Arrangements: Improving Job Quality And Workforce Stability For Low-Wage Workers And Their Employers, Jessica Glenn, Liz Watson
Flexible Work Arrangements: Improving Job Quality And Workforce Stability For Low-Wage Workers And Their Employers, Jessica Glenn, Liz Watson
Published Reports
In 2009, workers and their families across the country felt the impact of serious economic downturn, with unemployment reaching a 26-year high. While recent news suggests things may be improving, we cannot forget that for many low-wage and hourly workers -- who now represent over a quarter of the U.S. workforce -- the recession only exacerbated their ongoing struggle to hold down quality jobs while caring for their families.
Low-wage workers face many of the same challenges that the rest of us face in reconciling our work, family and personal lives, but for many of these workers, it's simply a …
A Summary Of Data From Families And Work Institute’S National Study Of Employers (2008), Workplace Flexibility 2010, Georgetown University Law Center
A Summary Of Data From Families And Work Institute’S National Study Of Employers (2008), Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
This memo presents data from the Families and Work Institute’s 2008 National Study of Employers describing the similarities in access to flexible work arrangements (“FWAs”) for employees of small and large employers. The 2008 National Study of Employers (“2008 Study”) provides a comparison of the availability of 12 types of FWAs to employees of small (50-99 employees) and large (over 1,000 employees) employers.
Flexible Work Arrangements (Fwas): Possible Public Policy Approaches, Workplace Flexibility 2010, Georgetown University Law Center
Flexible Work Arrangements (Fwas): Possible Public Policy Approaches, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
There is a range of ways in which public policy can help workplace flexibility become a norm in the American workplace. Indeed, the various bills introduced in the 110th Congress to increase access to FWAs, one component of workplace flexibility, represent a wide range of public policy approaches.
This document categorizes and characterizes these public policy approaches to help clarify the options that might be pursued to increase access to FWAs.
The Legislative History Of Fefcwa And Feptcea, Workplace Flexibility 2010, Georgetown University Law Center
The Legislative History Of Fefcwa And Feptcea, Workplace Flexibility 2010, Georgetown University Law Center
Charts and Summaries of State, U.S., and Foreign Laws and Regulations
No abstract provided.
Telework In The Federal Government: The Overview Memo, Workplace Flexibility 2010, Georgetown University Law Center
Telework In The Federal Government: The Overview Memo, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Flexible Work Arrangements (FWAs) alter the time and/or place that employees work on a regular basis in a manner that is manageable and predictable for both employees and employers.1 Telework, also called telecommuting, refers to an FWA that enables an employee to work from an alternative place to the employer’s usual worksite, typically home or a satellite work center. Telework technically refers to work performed with the use of a telecommunications connection to the workplace (e.g., computer, telephone), but the term is also
Statements Illustrating The Legislative Intent Of These Laws, Workplace Flexibility 2010, Georgetown University Law Center
Statements Illustrating The Legislative Intent Of These Laws, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Based on statements in the legislative history, these laws were meant to provide:
- Overarching Benefits in the Current Economy
- Benefits to Families
- Benefits to Management
- Equality for Women
- Protection of the Environment
An Overview Of Early Laws Increasing Access To Flexible Scheduling And Reduced Hours In The Federal Workforce, Workplace Flexibility 2010, Georgetown University Law Center
An Overview Of Early Laws Increasing Access To Flexible Scheduling And Reduced Hours In The Federal Workforce, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
The Federal Employees Flexible and Compressed Work Schedules Act (FEFCWA) authorizes, but does not require, agencies to offer alternative work schedules to employees. FEFCWA permits employees to designate non-traditional arrival and departure times, centered around core agency hours, and to experiment with four-day workweeks or other compressed schedules. Under the law, implementation and employee utilization of alternative work schedules depends on management support and leadership.
Labor Standards Regarding Flexible Work Arrangements In The U.S. And Abroad, Workplace Flexibility 2010, Georgetown University Law Center
Labor Standards Regarding Flexible Work Arrangements 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
A chart of labor standards regarding flexible work arrangements in the U.S. and abroad (United Kingdom, New Zealand, New South Wales, Netherlands, and Germany). Flexible Work Arrangements (FWAs) alter the time and/or place that work is conducted on a regular basis -- in a manner that is as manageable and predictable as possible for both employees and employers.
Global Climate Change: A Civic Republican Moment For Achieving Broader Changes In Environmental Behavior, Hope M. Babcock
Global Climate Change: A Civic Republican Moment For Achieving Broader Changes In Environmental Behavior, Hope M. Babcock
Georgetown Law Faculty Lectures and Appearances
These comments were given by Professor Hope Babcock on April 17, 2008 for the fourteenth annual Lloyd K. Garrison Lecture on Environmental Law at Pace Law School.
In this lecture, Professor Babcock argues that the problem confronting us is that we are nearing the end of achieving future gains in pollution abatement from traditional sources and the pollution that remains is largely caused by individual behavior. This she says, is true even though polls show that people consistently rate protecting the environment among their highest priorities, say they are willing to pay more to protect environmental resources, and indeed, faithfully …
Assuming Personal Responsibility For Improving The Environment: Moving Toward A New Environmental Norm, Hope M. Babcock
Assuming Personal Responsibility For Improving The Environment: Moving Toward A New Environmental Norm, Hope M. Babcock
Georgetown Law Faculty Publications and Other Works
There is general agreement that we are nearing the end of achieving major gains in pollution abatement from traditional sources, that a significant portion of the remaining environmental problems facing this country is caused by individual behavior, and that efforts to control that behavior have either failed or not even been made.
The phenomenon of individuals as irresponsible environmental actors seems counterintuitive when polls show that people consistently rate protecting the environment among their highest priorities, contribute to environmental causes, and are willing to pay more to protect environmental resources.
This article is the author's second effort at understanding why …