At 1MFWF, we always want to highlight work that’s happening around the country and across the globe pertaining to work flexibility. While our own blog features regular contributions from experts on this topic, we also keep an eye out for great articles elsewhere on the web. Here are some recent items not to miss.
More feds teleworked in 2015 but more employees could be eligible, OPM says
Nicole Ogrysko, Federal News Radio, Nov 16
According to the Office of Personnel Management’s latest report on federal telework to Congress, the percentage of the total federal workforce using telework rose by six percent in 2015 compared to 2012. However, many federal agencies are not regularly assessing the eligibility for employees to telework, and some haven’t updated their eligibility requirements since they first started their telework programs. Meanwhile, telework has saved the General Services Administration $24.6 million in annual lease savings and $6 million in administrative costs. Read more: More feds teleworked in 2015 but more employees could be eligible, OPM says.
Looking for a few good docs
Chloe K. Fox, Boston Globe, Nov 13
The medical training system, designed over a century ago and long before 50 percent of medical students were women, is detracting interested candidates from every entering the field due to the extreme lack of work-life balance. A new generation of aspiring physician mothers are making it clear that the most grueling part of one’s medical training career coincides with the ideal window for childbearing. Many women start their residencies around age 30, the ideal age for starting a family, and as the medical community’s demographics continue to shift, so must the conversation around work-life balance. Learn more about how women continue to challenge and reform the medical education system: Looking for a few good docs.
Could Predictive Scheduling Spread Across the Nation?
April Boyer and Yamilet Hurtado, The Legal Intelligencer, Nov 8
Predictive scheduling is gaining strides across the United States. San Francisco became the first city, in 2015, to introduce legislation requiring chainstores and restaurants to give advanced noticed of work schedules, to offer “predictability” pay for on-call employees not called into work, and to offer extra hours to existing part-time employees before hiring new ones. With predictive scheduling legislation currently pending at the federal level and state level in states such as Oregon, Minnesota, Massachusetts, New York, and Illinois, this is a workplace trend not to ignore. Learn more: Could Predictive Scheduling Spread Across the Nation?
More than half of working moms would prefer to be at home, survey finds
Ester Bloom, CNBC Make It, Nov 4
In their new report, “Women in America: Work and Life Well-Lived,” Gallup surveyed 323,500 U.S. adults and found that 54 percent of mothers with children under the age of 18 would rather be at home than in an office, suggesting that this widespread dissatisfaction forces many women to leave the workforce during what could be considered, their “prime” working years. Despite research that gender diversity in the workplace results in better business outcomes such as “improved profits and revenue,” companies are still adhering to policies that were established in the 1990s, and in some cases, the 1950s. Not only do these outdated policies poorly reflect the current demographics in the workplace, they also hinder companies ability to retain top female talent and lead women to question the appeal of the U.S. workplace for women in the first place. Read more: More than half of working moms would prefer to be at home, survey finds.
Overtime Rules and Flexible-Work Options
Mark McGraw, Human Resource Executive Online, Nov 1
In light of the new DOL overtime rules, many companies are reducing flexible work options for non-exempt employees according to this Human Resources Executive Online article: Overtime Rules and Flexible-Work Options. A recent study by WorldatWork found that 62 percent of companies with 10,000 to 39,999 employees said they plan to reduce the flexibility options they currently offer to employees due to new requirements in the tracking of employee hours. Find out more about how these new federal changes will impact a large portion of U.S. employees who rely on flexible work.
The Case for Phased Retirement
Knowledge@Wharton, Nov 1
A comfortable retirement has long been the goal of the majority of the U.S. workforce. However, now that people are healthier and living longer, the outdated, “old industrial age model” of retirement needs revising. Employees are unsatisfied with the idea that one day work simply just comes to an abrupt ending, and are demanding more innovative ways to slowly leave the working world. The Case for Phased Retirement calls for bridge jobs, part-time jobs, “un-retirement”, and gradual retirement, a model adopted by many federal agencies.
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