Work Flexibly but Wear a Tailored Shirt. Or Just a Shirt. Please.

Working flexibly doesn’t mean you have to wear pants with a flexible waistband.

There. We said it.

President Obama signs the Telework Enhancement Act into law...and what it means

When flexible work is accepted as the best way to manage people by two traditionally conservative employers -- the federal government and the military -- we are at a new stage.

Working Mother 100 Best Companies and Workplace Flexibility

Congratulations to our clients, American Express, Boehringer Ingelheim, Ernst & Young and Procter & Gamble for being named to the 2010 Working Mother 100 Best Companies list.

These companies — and all of the companies named to Working Mother's list—have something major in common: they are all leaders in the field of workplace flexibility. In fact, they offer a menu of flexible working benefits.

Health Care Reform? Flexible Work is a Health Promotion Tool

FlexPaths' Chief Strategy Officer, Sandy Burud's Guest Post on Sloan Work and Family Research Network:

There are many things we know for sure about health.  We know that stress impairs health and that a key cause of stress is the lack of a sense of control.  That means that health promotion activities and policies should include giving employees a greater sense of options and control.

Flexible Work: Maximizing Transportation Opportunities in Where, When and How Work is Done

The Spring 2010 edition of the TDM Review, titled “Just Stay Home – Telework & Alternate Work Hours- Non-vehicular TDM Strategies and Success Stories”is now available and features an *article from FlexPaths' Chief Knowledge Officer, Karol Rose. This ACT professional journal is the leading publication of the transportation demand management industry. 

5 Things Millennials Want

It’s not surprising. HBR just noted that Millennials want the same thing other employees want -- the ability to work flexibly is in their top 5 criteria for a boss, a company and a learning experience. What do Millennials want? In a boss – one who is comfortable with a flex schedule. In a company – one that allows a blend of work and the rest of their life. In terms of what they can learn -- ‘self-management and personal productivity’.

Flexible Work and Disaster Planning

I am consistently struck by how important it is that we get beyond our own circles and collaborate with new partners whose interests align with ours – if we are to see truly flexible workplaces anytime soon. I’d like to see us pay more attention to business continuity planners.  

How Can Offices Be Ready for the Unexpected?

By Karol Rose * Originally posted on Working Mother

It doesn’t take much to shut down a business. It can be a natural disaster, or one that’s manmade. Unfortunately, there are plenty of examples of both. Either way, work stops, productivity drops, customers’ needs aren’t met, the company loses business, and ultimately may be forced to close.

This February, unusual back-to-back snowstorms closed the Federal government. The Office of Personnel Management says it cost an estimated $100 million per day in lost productivity.

Even Administrative Assistants Can Work From Home – Some of the Time

By Sandy Burud

Ever hear “Not everyone can work at home”? A new study finds that it’s not as limited as you might think. Check out what this new report has to say: 

Typically the administrative assistant position has had very little flexibility because being present at one’s desk at all times of the day to answer the phone and provide support for managers has been the key requirement of the job. Although the technology is available to perform key job responsibilities of the administrative assistant position effectively from a distance, manager attitudes have been the biggest barrier to telework and other flexible scheduling options for support personnel.

Take Flexibility Seriously - You Can't Afford Not To

By Karol Rose * Originally posted on Working Mother

Employers are often concerned about two kinds of risks regarding flexibility policies and practices – practical risks and legal risks. What could go wrong in implementing flexibility? Will I be sued? To protect against risk, it is imperative that risk managers and legal personnel understand a new area of the law directly related to flexibility.

Employers have been concerned about the risk that occurs when they offer flexibility. They worry, for example, about backlash from employees who do not have access to flexibility, or risks about security or injury from employees working remotely. But there's a disconnect between what employers worry about and what actually happens. In reality, the risk comes less from offering flexibility, than from implementing it in inappropriate ways.