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- Workplace flexibility (63)
- Flexible work arrangements (61)
- Data (18)
- Family medical leave act (13)
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- FMLA (7)
- Phased retirement (7)
- Extended time off (6)
- Definition (5)
- Short term time off (5)
- Policy (4)
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- Foreign laws (3)
- Legislation (3)
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- Age discrimination in employment act (2)
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- Eligibility (2)
- Episodic time off (2)
- Incentives (2)
- Intermittent leave (2)
- Attendance policies (1)
- California (1)
- Carers’ responsibilities act (1)
- Challenges (1)
- Communication (1)
- Day (1)
- Early retirement (1)
- Employee benefits (1)
- Essential functions (1)
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Articles 61 - 90 of 130
Full-Text Articles in Labor Relations
Workplace Flexibility: A Norm Of The American Workplace, Workplace Flexibility 2010, Georgetown University Law Center
Workplace Flexibility: A Norm Of The American Workplace, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
A PowerPoint slide-show that outlines the challenges, options, policies, solutions, and innovations associated with Flexible Work Arrangements.
Legal And Research Summary Sheet: Phased Retirement, Chantel Sheaks J.D., Marcie Pitt-Catsouphes Phd, Michael A. Smyer Phd
Legal And Research Summary Sheet: Phased Retirement, Chantel Sheaks J.D., Marcie Pitt-Catsouphes Phd, Michael A. Smyer Phd
Memos and Fact Sheets
During the first decade of the 21st century, significant attention has been paid to the widely anticipated retirement of the Baby Boom generation from the U.S. workforce. Employers and policymakers have considered important questions such as:
- What percentage of older workers are likely to retire on a full-time basis between the ages of 62-65?
- What might the implications of a “mass exodus” of Baby Boomers mean for different types of businesses?
- Which types of policies and practices might encourage some older workers to extend their labor force participation, thereby enabling employers to retain the knowledge and skills of these experienced …
Flexible Work Arrangements: The Fact Sheet, Jean Flatley Mcguire, Kaitlyn Kenney, Phyllis Brashler
Flexible Work Arrangements: The Fact Sheet, Jean Flatley Mcguire, Kaitlyn Kenney, Phyllis Brashler
Memos and Fact Sheets
A "flexible work arrangement" (FWA) is any one of a spectrum of work structures that alters the time and/or place that work gets done on a regular basis. The term includes (but is not limited to):
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 breack 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.
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.
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
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
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.
A Sampling Of Workplace Flexibility Laws And Programs For Military Personnel, Workplace Flexibility 2010, Georgetown University Law Center
A Sampling Of Workplace Flexibility Laws And Programs For Military Personnel, Workplace Flexibility 2010, Georgetown University Law Center
Conferences, Panels, and Events
A variety of laws, policies, and programs govern the availability and utilization of workplace flexibility in the military as an employer for both service members and civilians. This document provides examples of those laws, policies, and programs, categorized by the type of flexibility governed.
An Overview Of Userra And The Fmla's Provisions For Military Families, Workplace Flexibility 2010, Georgetown University Law Center
An Overview Of Userra And The Fmla's Provisions For Military Families, Workplace Flexibility 2010, Georgetown University Law Center
Conferences, Panels, and Events
Two federal laws offer employment protections specifically to service members and their families. This is a summary of these laws, the USERRA and provisions of the FMLA.
Extended Time Off Overview, Workplace Flexibility 2010, Georgetown University Law Center
Extended Time Off Overview, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Workplace Flexibility 2010 defines Extended Time Off (EXTO) as time taken off from work for a single reason that extends for more than five days but less than one year.
EXTO may be brief in nature (e.g., a few weeks), when taken, for example, for a vacation, to recover from minor surgery, or to comply with a public health quarantine request. EXTO may also be longer in nature (e.g., a month or more), when taken, for example, for maternity/paternity purposes, for elder care, for military duty, or for a sabbatical from work.
EXTO (either brief or prolonged) may be unpaid …
Fact Sheet On Extended Time Off (Exto), Workplace Flexibility 2010, Georgetown University Law Center, Urban Institute
Fact Sheet On Extended Time Off (Exto), Workplace Flexibility 2010, Georgetown University Law Center, Urban Institute
Memos and Fact Sheets
The Need for Extended Time Off (EXTO):
- New children: More women and mothers are working, and there is an increase in the number of couples with children in which both parents work.
- Health issues: According to a 2000 survey of employees regarding the Family & Medical Leave Act (FMLA), among those who took FMLA leave, more than half, 52.4%, of workers used the leave to attend to their own health conditions. Thirteen percent reported taking leave to care for a parent and nearly 12% reported using leave to care for an ill child.
- The need for paid EXTO: Despite the …
Short Term Time Off: What We Know, Anna Danziger, Shelley Waters Boots
Short Term Time Off: What We Know, Anna Danziger, Shelley Waters Boots
Memos and Fact Sheets
Short Term Time Off (STO) refers to job-protected time away from the workplace to address anticipated or unexpected needs of limited duration. STO may be scheduled or unscheduled, depending on the underlying need. STO enables workers to address both the routine and emergency situations that occur in everyday life.
The need for STO may arise, for example, because a worker or worker’s child is sick or has a routine doctor’s appointment, because a worker has to wait for the plumber or apply for public benefits or go to court, or because a worker needs to attend a school conference or …
The Lives Of Hourly Workers And Their Families, Maureen Perry-Jenkins Phd
The Lives Of Hourly Workers And Their Families, Maureen Perry-Jenkins Phd
Conferences, Panels, and Events
A presentation: Workplace Conditions and the Lives of Hourly Workers and their Families by Maureen Perry-Jenkins, PhD, University of Massachusetts Amherst on behalf of Workplace Flexibility 2010.
Letter Of Invitation, Workplace Flexibility 2010, Georgetown University Law Center
Letter Of Invitation, Workplace Flexibility 2010, Georgetown University Law Center
Conferences, Panels, and Events
A letter of invitation to the 2008 conference for grantees of the Alfred P. Sloan Foundation's Workplace, Work Force, and Working Families Program hosted by Workplace Flexibility 2010.
The Economics Of Flexible Work Arrangements, Lonnie Golden Phd
The Economics Of Flexible Work Arrangements, Lonnie Golden Phd
Conferences, Panels, and Events
A presentation on the economics of Flexible Work Arrangements: OVERVIEW: FWA’s, Inflexibility and Salaried Workers and Effects on Work-Family by Lonnie Golden, PhD, Pennsylvania State University - Abington on behalf of Workplace Flexibility 2010.
Participant List, Workplace Flexibility 2010, Georgetown University Law Center
Participant List, Workplace Flexibility 2010, Georgetown University Law Center
Conferences, Panels, and Events
A list of participants for the 2008 conference for grantees of the Alfred P. Sloan Foundation's Workplace, Work Force, and Working Families Program hosted by Workplace Flexibility 2010.
Conference Agenda, Workplace Flexibility 2010, Georgetown University Law Center
Conference Agenda, Workplace Flexibility 2010, Georgetown University Law Center
Conferences, Panels, and Events
The agenda for the 2008 conference for grantees of the Alfred P. Sloan Foundation's Workplace, Work Force, and Working Families Program hosted by Workplace Flexibility 2010.
Panelist Biographies, Workplace Flexibility 2010, Georgetown University Law Center
Panelist Biographies, Workplace Flexibility 2010, Georgetown University Law Center
Conferences, Panels, and Events
The biographies of panelists of the 2008 conference for grantees of the Alfred P. Sloan Foundation's Workplace, Work Force, and Working Families Program hosted by Workplace Flexibility 2010.
Low-Wage Workers, Jennifer E. Swanberg Phd
Low-Wage Workers, Jennifer E. Swanberg Phd
Conferences, Panels, and Events
A presentation: Workplace Structure and its Impact on Hourly Workers and their Families by Jennifer E. Swanberg, PhD, University of Kentucky on behalf of Workplace Flexibility 2010.
Government Incentives To Change Employer Behavior, Anna Danziger, Shelley Waters Boots
Government Incentives To Change Employer Behavior, Anna Danziger, Shelley Waters Boots
Memos and Fact Sheets
Through various incentive mechanisms, the U.S. government has sought to shape and change the ways in which American businesses operate in a wide range of industries.
This fact sheet discuss a few examples of the ways the government can incentivize employer behavior through recognition and awards programs, and through government financing.
A Comparison Of Men’S And Women’S Access To And Use Of Fwas, Anna Danziger, Shelley Waters Boots
A Comparison Of Men’S And Women’S Access To And Use Of Fwas, Anna Danziger, Shelley Waters Boots
Memos and Fact Sheets
This fact sheet contains information about men's and women's access to and use of certain types of flexible work arrangements (FWAs). The data also includes information about men's and women's attitudes and preferences concerning flexibility. The data suggests far more similarities than differences in men's and women's access to and use of these FWAs.
Memo On The Impact Of The United Kingdom's Flexible Working Act, Anna Danziger, Shelley Waters Boots
Memo On The Impact Of The United Kingdom's Flexible Working Act, Anna Danziger, Shelley Waters Boots
Memos and Fact Sheets
Since taking effect in 2003, the United Kingdom’s Flexible Working Act has granted parents with children under the age of 6, or with disabled children under the age of 18, the right to request flexible working arrangements from their employers if they have been employed for at least 6 months. This legislation’s provisions were expanded to include employees with adult caregiving responsibilities beginning in 2007, and the government is in the process of planning formal public consultations to extend the law further to include parents of older children.i The law was enacted following a process of consultation with employees and …
Sources For Statistical Data On Flexible Work Arrangements, Shelley Waters Boots, Anna Danziger
Sources For Statistical Data On Flexible Work Arrangements, Shelley Waters Boots, Anna Danziger
Memos and Fact Sheets
From the Department of Labor, the best survey for flexibility data comes from the Current Population Survey (CPS). The CPS is a monthly survey of 60,000 households that provides data on the labor force, employment, unemployment, and persons not in the labor force.
The benefit of the CPS is that it is large, reliable, and the sample is carefully weighted to provide nationally representative estimates. It also has a significant amount of other data, including a large amount of information on employee characteristics, occupation and industry classifications, and work schedules. The drawbacks however, are that the questions on flexibility are …
Phased Retirement And The Age Discrimination In Employment Act: Legal Standards And Risks, Workplace Flexibility 2010, Georgetown University Law Center
Phased Retirement And The Age Discrimination In Employment Act: Legal Standards And Risks, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Under current law there is no definition of “phased retirement.” However, employers currently devise a variety of ways in which to implement such programs -- by either allowing critical employees to reduce their schedules rather than retire or by allowing retired employees to return as independent contractors. In either case, employers who implement either formal or informal phased retirement programs must make sure that such programs comply with the Age Discrimination in Employment Act (ADEA).
The Definition Of “Serious Health Condition”, Workplace Flexibility 2010, Georgetown University Law Center
The Definition Of “Serious Health Condition”, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the definition of "Serious health condition".
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Different Types Of Fmla Leave, Workplace Flexibility 2010, Georgetown University Law Center
Different Types Of Fmla Leave, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the different types of FMLA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Definition Of A "Day", Workplace Flexibility 2010, Georgetown University Law Center
Definition Of A "Day", Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum provides a summary of questions asked and comments submitted in response to the DOL request for information ("RFI") about the definition of a "Day".
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.
Essential Functions, Workplace Flexibility 2010, Georgetown University Law Center
Essential Functions, Workplace Flexibility 2010, Georgetown University Law Center
Memos and Fact Sheets
Part one of this memorandum contains a summary of questions asked in the DOL request for information about the implications of providing accommodations to employees with serious health conditions to enable them to perform their jobs with accommodations, rather than taking FLMA leave.
Part two of this memorandum contains the relevant statutory and regulatory text. Part two also lists other sources cited in the comments about this topic.