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.

The Federal Telework Improvements ACT

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.

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.

HR Needs to Broaden the Flex Discussion

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.

Employers Must Take Care Not to Discriminate Against People With Family Responsibilities

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.