China Gorman, CEO of Great Place to Work, wrote an excellent Thanksgiving Day TLNT piece on San Francisco’s new Family Friendly Workplace Ordinance (FFWO) that goes into effect on New Year’s Day.
“The Flex Work Question: Is Legislation Really the Right Approach?” asks many questions we all should be asking – and answering.
This is not one more HR or legal blog post noting just that 1) a UK practice of many years has skipped the Washington logjam and come to San Francisco; and, 2) it requires a set of (pick one) modest or burdensome steps for employees and employers to follow in dealing with flex requests. Read more…
If there’s one universal challenge business leaders have all faced in recent years, it’s their ability to adapt to change.
The advent, maturation and broad embrace of cloud computing and the proliferation of mobile devices have fundamentally altered the business landscape. Organizations today are more agile and flexible than ever before, as “adapting to change” has moved from the conceptual into the operational phase.
Much of this change is reflected in the composition of today’s decentralized workforce. The tools to support mobile communications and in-the-cloud workflow have been in place for some time. Today, company policy and attitudes have caught up, as workforce flexibility has become a major business imperative. Read more…
There’s been a lot of talk recently regarding flexible scheduling policies in organizations.
All kinds of people have been writing about whether such policies are actually beneficial or harmful for businesses, as well as questioning if flexible scheduling polices are really essential or non-essential to things like employee engagement, well-being, and productivity.
Actually, I think these discussions miss the point and I don’t think any of these questions can be answered on such a broad scale. The potential for flexible scheduling policies to help or hinder an organization is dependent on a whole series of variables, making such questions decidedly organization specific and not answerable as a larger theme that applies to all organizations.
What we can confirm about flexible scheduling policies however, is that they are a highly regarded benefit and broadly implemented by some organizations. Read more…
By Kasia Nowak
Under the San Francisco Family Friendly Workplace Ordinance signed this week by Mayor Edward Lee, parents and caretakers have been afforded the right to request modified work schedules, such as a change in start times, part-time and part-year schedules, telecommuting and schedule predictability.
The ordinance, effective Jan. 1, 2014, applies to employers with 20 or more employees in San Francisco.
It formalizes the process by which an employee requests a schedule change, and lays out expectations with which the employer must comply. Specifically, employers must meet with the employee within 21 days of the request, provide a written response and, in the case of a denial, set out a bona fide business reason for the denial. Read more…
Does technology really help us in our endeavor for work-life balance?
This is not a new question, but it remains an open one – if you believe that there is such a thing as work-life balance.
I’ve always had a problem with this description and it drives me nuts. The issue is to what degree does work define your life, drive your life, and how do you make choices to live a full life – not a life just filled with work.
But all that aside, my initial response would be that technology aids us in our quest for a balanced life “A LOT,” for the idea of working without the convenience of modern technology is certainly painful to contemplate. Read more…
If 2013 has been a year of telework controversy, October is raising the bar.
Its first two weeks have brought several strong – and conflicting – voices to the debate: FFWO, HP, and One Million for Work Flexibility.
- FFWO – San Francisco’s Board of Supervisors voted unanimously in early October to adopt the Family Friendly Workplace Ordinance, requiring that businesses with more than 20 employees must allow them to request flexible schedules without retaliation. It became the first major U.S. city to do so. Read more…
More and more companies use people not located at the main office. These include people working at home full or part time, as well as at smaller remote offices, or even in other countries.
A good example is Automattic, the company behind WordPress blogging platform (Note: TLNT uses WordPress). Out of their 190 employees nearly all work from home. More than that, they are spread across 141 cities in 28 countries. For them it works out great.
When surveying employees on what they want from manager, requests for working from home and telecommuting always rank in top 10. People often love it.
Leaders on the other hand often worry about having people working remotely. Read more…
Flexible work has been a hot topic among HR professionals since telecommuting became mainstream in the 1980’s.
It has been framed as an option primarily for office workers, and those who earn a salary rather than an hourly wage. Flexible work for office-based workers not only encompasses telecommuting, but also compressed work weeks, job sharing, and alternative work schedules.
Thanks to a considerable amount of study on the subject, we now know who flexible work affects the most, as well as positive outcomes associated with it: Read more…
It is a fact that long commutes are killing people — emotionally, physically and financially.
That doesn’t stop people from following a paycheck in this economy. And it doesn’t stop HR departments from sourcing and recruiting candidates from distant places but declining to offer flexible work options and/or relocation packages.
I know a Chief HR Officer who lives and works in a crowded metro area. He knows traffic is a nightmare but hires people who must travel two hours each way to the office.
His company doesn’t offer relocation.
Nobody telecommutes. Read more…
Glassdoor, the website that encourages employees to give the inside scoop on their companies, has an interesting new survey out on the Top 25 Companies for Work-Life Balance (2013).
This list, according to Glassdoor, recognizes “the highest rated companies for work-life balance over the past year, entirely based on employee feedback.” To qualify for the rankings, “companies must have at least 50 work-life balance ratings on Glassdoor within the past year and at least 10 the year prior.”
It’s been an interesting year surrounding the issue of work-life balance, with decisions by Yahoo and Best Buy fueling a great deal of debate about the merits of flex work and all manner of flexible workplace practices. Read more…