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Last week the House of Representatives passed HR 1722, the Federal Telework Improvements ACT. The House passed the telework bill (H.R. 1722) on July 14 with a bipartisan vote of 290-131—gaining 22 more votes from the previous vote in May.
In response to President and Michelle Obama's White House Forum on Workplace Flexibility, NPR's The Takeaway produced a segment called, 'Setting Your Own Hours at the Workplace: Setting your own hours for family's sake'. FlexPaths Chief Knowledge Officer, Karol Rose, was their featured guest.
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.
By Karol Rose
For the first time in its 20 year history, the Families and Work study of the Changing Workforce found that men report experiencing more work-life conflict than women, with 59% of fathers in dual-income families reporting conflict compared to 45% of mothers. This study, which is reported in USA Today and the WSJ in a column about the 'new workplace equalizer', among others, sites other interesting findings as well.
However, the fact that men are now not only as stressed, but actually more stressed, may not surprise many working couples today. They're just not that used to it..the 'balancing' or 'juggling' act. And, while the added stress is not good news for men, the fact that they're sharing responsibility for life needs is good news. And, I think the added stress men are experiencing may actually be beneficial for everyone. It may be the tipping point that moves organizations to embrace flexibility in the way work is done, which is one of the primary ways to relieve work-life conflict resulting from not being able to effectively manage work and life.
By Karol Rose
The Chief Operating Officer of the Society for Human Resource Management (SHRM), China Gorman, testifined in front of the House Education and Labor Subcommittee on Workforce Protections on June 11, 2009.
By Sandy Burud
No doubt there is a powerful trend toward workplace flexibility. It is no longer a question of whether employers should make it possible, but how well they will do it. As if to emphasize that point, regulators have made it clear that employers cannot discriminate against employees because they have family responsibilities. They cannot, for example, hold people with child care or eldercare needs to stricter work schedules or pay people working part-time for family reasons less than others doing the same job on a full time basis.
In 2007 the EEOC issued guidelines guarding against this discrimination. Now, a number of key states have crafted legislation that would make it illegal. (New Jersey, Florida, Michigan, Pennsylvania, Montana, New York and California, and others). This train is clearly moving.