Flexible Work Arrangements

Why doesn’t everyone offer these types of programs?

• Workload constraints (61%)
• Inconsistent application of programs across company (51%)
• Lack of support from senior leaders (37%)
• Lack of support from middle management (32%)
• Lack of employee understanding (31%)
• Types of programs offered (28%)

We'll provide tips on Friday of how YOU can make it work.

Flexible Work Arrangements

More types of flexible work arrangements include:

Phased Retirement: Working a part-time schedule or stepping down to less responsibility in preparation for retirement

Phased Return from Leave: Working a part-time schedule with a gradual increase to a full-time schedule when returning from a leave of absence

Telecommuting/Telework: Working from home or another alternate location on a regularly scheduled basis

Virtual Work: Working in an entirely goal driven environment with no defined schedule or workplace

Flexible Work Arrangements

There are a number of flexible work arrangements, including:

Compressed Workweeks: Working a full-time schedule in fewer than five days in a week or ten days over two weeks

Flextime: Varying the start and end time of a standard day around core hours either on a regular basis or adjusted daily - may include mid-day flex where time off during the day is made up before or after regular working hours

Job Sharing: Two people sharing the duties and hours of a full-time position

Part-Time Employment: Working less than a full-time schedule with a corresponding reduction in pay and benefits

Flexible Work Arrangements

What is Workplace Flexibility?

• Defining work differently - the when, where, and how we get work done
• Blurring the lines between work and life
• Measuring results, not hours or “face time”
• Recognizing diversity - in people, in lifestyles, in work styles, in priorities

Flexible Work Arrangements

ESG has been awarded a lot of recognition over the years for its family-friendly environment, which hinges around its great workplace flexibility program. Companies who don't currently have any flexible work arrangements within their organizations may not see the value in establishing this type of environment. For statistics lovers, Hewitt Consulting survey participants agreed that flexible work programs:

• Increase Engagement (66%)
• Improve Retention (64%)
• Enhance Recruiting (49%)
• Enhance Scheduling/Coverage (35%)
• Increase Productivity (31%)
• Improve Attendance (29%)

Our next series of blog posts will be discussing workplace flexibility in greater detail.

Understanding the ADA

What do I NOT have to do under the ADA?

• Hire/retain an unqualified worker.
• Promote a worker to a position for which they do not qualify.
• Hire somebody whose disabilities may pose a direct threat to the health and safety of others.
• Ignore Company policies and procedures if an employee's conduct violates any such rules or performance standards.
• Implement an accommodation that causes undue hardship to the Company.

Understanding the ADA

What if a reasonable accommodation is requested?

• Take the request seriously.
• Talk with the employee to obtain a better understanding of the limitation(s) and brainstorm ways the limitation(s) may be overcome.
• Consult with appropriate internal staff regarding the list of possible accommodations and identify which one(s) would be most effective.
• Select and implement the accommodation(s) that creates a win-win for both the company and the employee.

Note: Accommodations that may create an undue hardship do not have to be granted.