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- Workplace flexibility (9)
- Flexible work arrangements (8)
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- Extended time off (2)
- Workforce Investment Act of 1998 (2)
- Age discrimination in employment act (1)
- Community Mental Health Programs (1)
- Employment services (1)
- Family medical leave act (1)
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- Job seekers (1)
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- Low-wage earners (1)
- Lower-income families (1)
- Lower-income workers (1)
- Men (1)
- One-Stop Career Centers (1)
- One–Stop Career Centers (1)
- People with developmental disabilities (1)
- People with disabilities (1)
- Phased retirement (1)
- Pre vocational training (1)
- Public workforce development services (1)
- Rehabilitation services (1)
- Short term time off (1)
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Articles 1 - 26 of 26
Full-Text Articles in Public Policy
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.
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.
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 …
Lower-Wage Workers And Flexible Work Arrangements, Anna Danziger, Shelley Waters Boots
Lower-Wage Workers And Flexible Work Arrangements, Anna Danziger, Shelley Waters Boots
Memos and Fact Sheets
Workers at all levels within an organization have the need to manage their work and personal/family responsibilities. Much of the past research on workplace flexibility has focused on managerial or professional positions, and thus, higher-wage jobs and workers with higher incomes. But more recently, researchers have begun to investigate the particular challenges of workplace flexibility for workers who do not fit this mold -- specifically, workers who are hourly, receive a lowerwage, or who live in lower-income families. Regardless of how they are defined, workers at the lower end of the wage and income spectrum have some unique workplace flexibility …
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 …
Dear Colleague Letter From Reps. Emanuel Cleaver And Mark Souder, Emanuel Cleaver, Mark Souder
Dear Colleague Letter From Reps. Emanuel Cleaver And Mark Souder, Emanuel Cleaver, Mark Souder
Briefings, Hearings, and Congressional Study Group
Dear Colleague letter written by members of Congress, Emanuel Cleaver and Mark Souder for the event: Workplace Flexibility and Religion held June 6, 2008.
Data Note: Persons Served In Community Mental Health Programs And Employment, Frank A. Smith, Samita Bhattarai
Data Note: Persons Served In Community Mental Health Programs And Employment, Frank A. Smith, Samita Bhattarai
Data Note Series, Institute for Community Inclusion
State Mental Health Agencies provide a wide range of supports to consumers including rehabilitation services, vocational and pre vocational training, and supported and competitive employment supports. This Data Note explores how states vary in number of individuals served in Community Mental Health Programs, i.e., all services not provided in an inpatient setting, who are employed as well as the percentage of individuals served in Community Mental Health Programs who are employed.
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.
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.
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.
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.
Appendix B: "Federal Employees Part-Time Career Employment Act Of 1978", Workplace Flexibility 2010, Georgetown University Law Center
Appendix B: "Federal Employees Part-Time Career Employment Act Of 1978", Workplace Flexibility 2010, Georgetown University Law Center
Briefings, Hearings, and Congressional Study Group
A sampling of government reports on Workplace Flexibility from the event: Senate Special Committee on Aging Hearing held April 30, 2008 for Workplace Flexibility 2010.
Appendix A: "Definition Of Workplace Flexibility", Workplace Flexibility 2010, Georgetown University Law Center
Appendix A: "Definition Of Workplace Flexibility", Workplace Flexibility 2010, Georgetown University Law Center
Briefings, Hearings, and Congressional Study Group
A definition of Workplace Flexibility from the event: Senate Special Committee on Aging Hearing held April 30, 2008 for Workplace Flexibility 2010.
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 …
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 …
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.
The Business Case For Flexible Work Arrangements, Anna Danziger, Shelley Waters Boots
The Business Case For Flexible Work Arrangements, Anna Danziger, Shelley Waters Boots
Memos and Fact Sheets
The business case for flexibility aims to outline the documented positive effects on businesses when they provide their workers with options to work less or to have more discretion over when, where and how their work is done.
This brief fact sheet lists some of the key findings from research on the business case for flexible work arrangements.
Massworks: One-Stop Collaborations: The Key To Expanding Your Workforce Connections, Rick Kugler
Massworks: One-Stop Collaborations: The Key To Expanding Your Workforce Connections, Rick Kugler
MassWorks Series, Institute for Community Inclusion
The Workforce Investment Act (WIA) of 1998 mandated One-Stop Career Centers to deliver public workforce development services. The intent of WIA was to bring together a wide range of federally funded employment and training programs to create an integrated service system to meet the needs of all job seekers.
Data Note: Job Seekers With Disabilities At One-Stop Career Centers: An Overview Of Registration For Wagner-Peyser Funded Employment Services, David Hoff, Samita Bhattarai
Data Note: Job Seekers With Disabilities At One-Stop Career Centers: An Overview Of Registration For Wagner-Peyser Funded Employment Services, David Hoff, Samita Bhattarai
Data Note Series, Institute for Community Inclusion
The Wagner-Peyser Act of 1933 established a nationwide system of public employment services, known as the Employment Service. Via the Workforce Investment Act of 1998, the Employment Service was made part of the One-Stop service delivery system. Wagner-Peyser funds are a primary source of funding for the core and other services of One–Stop Career Centers that provide employment services available to all people, including people with disabilities.
Data Note: Timeframe From Application To Closure In Integrated Employment For Vocational Rehabilitation Customers With Developmental Disabilities, Alberto Migliore, Frank A. Smith
Data Note: Timeframe From Application To Closure In Integrated Employment For Vocational Rehabilitation Customers With Developmental Disabilities, Alberto Migliore, Frank A. Smith
Data Note Series, Institute for Community Inclusion
Getting a job promptly after applying for vocational rehabilitation (VR) services is important for a successful career. Rapid placement boosts self-confidence and prevents applicants from losing work skills as a consequence of inactivity. Moreover, employers may prefer candidates whose work history shows limited gaps in employment.
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).