Work-Life Industry News - 2000
Ford and UAW unite for work-life benefits
Negotiations between the United Auto Workers and Ford Motor Company for family benefits have blossomed into an ambitious commitment to establish work-life centers in more than 30 locations nationwide.
On November 21, the two organizations and Viseon Corp. unveiled the Family Service and Learning Center (FSLC) program, a partnership to support the needs of 300,000 employees and retirees and their families and communities across 15 states.
High-quality daycare and early childhood education services are the hallmarks of the FSLC initiative. Centers providing 24-hour child care will be built in cities with the highest concentrations of Ford and Viseon workers: Detroit, Cleveland, Louisville, Chicago and Kansas City.
Other planned services include:
* Individual and family support services, such as travel assistance, entertainment resources, lending libraries, banking assistance, tax planning and home repairs.
* Pre-teen and teen programs, such as Cyber Cafes, book and craft clubs, sports activities, teen-to-teen tutoring, performing arts and scholarship assistance.
* Retiree programs, such as day trips to museums, Internet and computer training, book clubs, health assessments and wellness activities.
* Community service activities, such as volunteer support services, charity walks, home repairs, grocery delivery, food drives and neighborhood clean-ups.
Ford has gained a reputation as a pioneer of nontraditional benefits. Earlier this year, the company provided home computers and low-cost Internet access in an effort to satisfy workers' personal and professional needs. For more information about the FSLC initiative, including a complete list of locations where programs and services will be available, visit http://www.familycenteronline.org.
Source: BenefitNews.com Connect
Internet: http://www.benefitnews.com
Date: November 22, 2000
Employers, workers begin to hang up on telecommuting
There seems to be a backlash against telecommuting. Many managers now believe that telecommuting is primarily a "lifestyle" perk that is necessary to attract employees in an extremely tight labor market, and reduces expensive office space costs. Once the labor and real estate markets cool, many think telecommuting will "die a quick death."
The critique of telecommuting includes the problem of what jobs are eligible, what to do with people who really like the interpersonal contact at the office, potential OSHA issues, how to foster coordination and collaboration in complicated projects, and questions about productivity issues. Corporate culture may be suffering, too. Experts point out that corporate culture requires face-to-face contact, shared experiences, and a great deal of communication - both formal and informal. An article in the S.A.M. Advanced Management Journal in the fall of 1999 stated that: ".....geographic dispersion is the primary factor contributing to a weakened culture."
Source: CNET News
Internet: CNET News.com
Date: November 15, 2000
Author:Rachel Konrad
(Posted 11/00)
In Search of Xcellence
One of the hottest new ideas to hit the programming profession is XP, or extreme programming, which is not a programming language, but a technique of self discipline that aims to simplify software development and make it a more efficient process. At the same time, one of the goals of XP is to reduce overtime and thereby provide a better work-life balance.
Kent Beck wrote Extreme Programming Explained, and has now co-authored with Martin Fowler Planning Extreme Programming (Addison-Wesley).
Source: WIRED magazine
Internet: WIRED.com
Date: October 1, 2000
Page: 104
Author:Paul Boutin
(Posted 9/00)
Good Measures: Evaluating the Performance of an EAP
Employee Assistance Programs (EAPs) have been growing rapidly since their beginnings 30 years ago. They now are available in 48% of companies with more than 100 employees and most recently from 1994 -1998 EAP enrollment has increased 80%.
The Return on Investment (ROI) for an EAP can be estimated using a number of facts: (1) time saved, (2) productivity, (3) absenteeism, (4) retention, (5) health claims, and (6) lost time due to disability.
Source: Human Resource Executive magazine
Internet: Workindex.com
Date: Aug 1, 2000
Author: Marlene A. Prost
(Posted 8/00)
Portals begin replacing intranets.
Portals combine the ease and convenience of shopping for goods and services over the internet with the communication needs of a company. The result is a combination of internal and external information and services that are seamlessly delivered from one home page as seen from a browser. Hara Marks points out that a recent Hewitt study shows that employees make life decisions every 7-12 minutes while on the job. Clearly, the work-life balance is very important in today's environment: portals allow employees to take care of personal matters quickly over the internet and then focus on the job.
Source: hr-esource.com: "Beyond the Letter from the CEO - Company Intranets Offer a Range of Options"
Date: Aug 14, 2000
Author: Hara Marks
(Posted 8/00)
Adoption benefits increasing
In today's tight labor market every perk that might help attract and retain valuable employees is being looked at. Many companies are now helping employees who are adopting children through counseling, referral assistance, and increasingly, with direct subsidies. Since adopting a child can be costly and confusing, most workers welcome their employer's assistance. The average cost of an adoption is $12,000 and can run significantly higher, but not many employees actually use the benefit so the total outlay is manageable.
Source: St. Louis Post-Dispatch, "Family-friendly Companies are Offering Help with Adoptions"
Date: Aug 10, 2000
Author: Sabrina Jones
(Posted 8/00)
Give Me a Break! With the economy booming, more Americans are demanding the ultimate perk: a long breather from work.
There is a trend for executives to be asking for time off (preferable fully paid) to compensate for the long intense hours put in during the recent business boom. In light of the extremely tight labor market many companies are approving sabbaticals or similar leave programs. From a year ago the number of companies in the Fortune 100 Best Companies to Work for in America with this type of program has jumped from 18% to nearly 50%. Meanwhile, a national obsession with balancing work and family is forcing executives to rethink their priorities. For those who have made a lot of money, taking time off, whether paid or unpaid - and regardless if their company allows it, is a real option. But for everyone else, only 20% of companies have formal paid or unpaid sabbatical programs that guarantees work.
Source: The Wall Street Journal (page W1)
Date: May 5, 2000
Author: Wendy Bounds
(Posted 7/00)
National Treasury Employees Union & IRS Reach Agreement On Child-Care Subsidies
The National Treasury Employees Union (NTEU) and the Internal Revenue Service (IRS) have reached agreement on a child-care subsidy program that potentially will make this benefit available to thousands of federal employees and give a lift to efforts to make the program a permanent part of the benefit package for federal workers. NTEU is the largest independent federal union, representing some 155,000 employees in 24 agencies and departments, including more than 98,000 in the IRS. It was the leader in the drive to create a federal workplace child-care subsidy program, which in its pilot form runs through the end of the current fiscal year on September 30 and which allows agencies, for the first time, to use appropriated funds to provide child-care subsidies. Under the agreement, and due to the short time remaining under the pilot program, only permanent IRS employees at GS-6 or below-both full-and part-time-will be eligible to apply for subsidies. Subject to verification of total family income, children under the age of 13 who either are enrolled in or are planning to be enrolled in a federally-sponsored on-site child care facility will be eligible for these subsidies.
Source:Press Release at the National Treasury Employees web site (http://www.nteu.org/)
Contact: (202) 783-4444 Jim Watkins, Ext. 2604 Kathy Walsh, Ext. 2630
(Posted 7/00)
Backup Child Care at Bristol-Myers Squibb
Bristol-Myers Squibb now offers backup child care services for 22,000 employees based on the findings of an employee survey. The services include: Free counseling and information on unexpected dependent care needs; Referral to local backup dependent care providers; and An 80% subsidy for backup dependent child care services ($300 maximum/yr.). The company estimates that about 3% of their employees will use 3-5 days/yr.
Source: Press Releases
(Posted 6/00)
Backup Child Care at 5 NYC companies
A new backup child care center has opened on Times Square in New York City. The companies using the center include: Conde Nast; Showtime Networks, Inc.; Skadden, Arps, Slate, Meagher & Flom, and Viacom, Inc. The center will handle 38 children.
Source: Press Releases
(Posted 6/00)
What Working Women Want
Over the last year the AFL-CIO Working Women's Department asked women across the country to identify workplace concerns and compiled the results in Working Women Say...Findings from the "Ask a Working Woman 2000" Survey.
Even with a growing national focus on balancing work and family, approximately 70% of working women see affordable quality child care as an area requiring attention. When asked about paid leave under the Family and Medical Leave Act (FMLA), the response was even higher. An overwhelming 83% of working women viewed paid time off to care for a newborn or a sick family member as an important issue.
Work/family balance is a greater challenge when working odd hours, yet the survey shows a significant number of women working irregular shifts and weekends. Of women with children under 18, 51% work a different shift than their spouse or partner and 26% work some evenings and/or weekends.
Perhaps most startling is the number of women still without employer-provided benefits.
|
Percent of working women who say their jobs:
|
|
| Do not offer child care benefits | 74% |
| Do not provide paid leave to care for a baby or /sick family member | 54% |
| Do not give them flexibility or control over their own work hours | 34% |
| Do not provide sick leave for themselves | 29% |
(For a copy of the survey, contact the AFL-CIO Working Women's Dept. at 202-637-5064)
Source:Labor News for Working Families, Vol.VIII, Issue 2, Spring 2000 (page 1); Published by the Labor Project for Working Families (510) 643-7088, http://laborproject.berkeley.edu
(Posted 4/00)
Family Assistance Program Established for 35,000 Employees
A Family Assistance Program was negotiated by the Transport Workers Union Local 100 in New York City covering a 24 hour work force of over 35,000 employees in the NYC subway and bus system. The program will be run by two employees and will consist of a referral program for child care, dependent care and domestic assistance issues. They will also explore funding possibilities for child care and dependent care for employees. The contract also establishes a Dependent Care Reimbursement Account for child care expenses.
Source:Labor News for Working Families, Vol.VIII, Issue 2, Spring 2000 (page 1); Published by the Labor Project for Working Families (510) 643-7088, http://laborproject.berkeley.edu
(Posted 4/00)
Innovative Strategy for Child Care Fund
A creative method to obtain child care funds was used by the United Food and Commercial Workers Local 770 in their recent contract with the Food Employers Council covering 90,000 workers in the 24 hour retail food industry. A portion of the unused money from a scholarship program in their previous contract will be used to fund child care for employees during the current contract.
Source:Labor News for Working Families, Vol.VIII, Issue 2, Spring 2000 (page 1); Published by the Labor Project for Working Families (510) 643-7088, http://laborproject.berkeley.edu
(Posted 4/00)
Telework in Demand
A survey by the John J. Heldrich Center for Workforce Development at Rutgers University (http://www.heldrich.rutgers.edu/) and the Center for Survey Research and Analysis at the University of Connecticut shows that many more workers feel they would like to work at home than actually are able to.
While 41 % of the surveyed workers said they could perform their jobs from a remote location, presumably including their home, only 16% said their employers offer this option, and only 9% actually telecommute at least one day per week.
The survey concluded that employers could use telework to retain employees.
Source: Bulletin to Management Vol. 51, No. 9 (page 65) The Bureau of National Affairs, Inc. (BNA, Inc.) 1-800-372-1033
(Posted 3/00)
WorkLife Productions nominated for the Working Woman Entrepreneurial Excellence Award 2000
Jane Angelich, President of WorkLife Productions, Inc., received a certificate from Working Woman magazine saluting WorkLife Productions as a nominee of the Working Woman Entrepreurial Excellence Awards 2000 for its "commitment to business excellence and leadership."
(Posted 2/00)
Work-Life benefits featured in newly released Compensation Handbook
James F. Kisela, CEO of WorkLife Productions, Inc., is the author of a chapter entitled " The Role of Work-Life Benefits in the Total Pay Strategy" in the newly released Compensation Handbook: A State-of-the-Art Guide to Compensation Strategy and Design by Lance and Dorothy Berger, published by McGraw-Hill. Mr. Kisela is also a member of the faculty at the University of Phoenix (Philadelphia Campus).
(Posted 2/00)
College grads value work-life balance
A recent survey of more than 2,000 college students and recent graduates by Jobtrak.com valued work/life balance over pay and advancement.The results were dramatic. Most valued in career decisions were: 42% Work/life balance; 26% Money; 23% Advancement; and 9% Location
Human Resource Executive, February 1, 2000 (page 102)
(Posted 2/00)
Companies try to be father-friendly
Father-friendly programs are gaining attention across the country. Companies are realizing that men as well as women need support and help during the critical stage of the birth of a child. The impact of these programs is in increasing productivity, and aiding in recruiting and retention.
Some of companies at the leading edge of this trend are: Strong Investments: beepers for expectant fathers, plus three days off with pay. Marriott International Inc.: effective fathering classes. SAS Institute Inc.: programs for expectant fathers, including a workshop for expectant fathers on breast feeding. Boeing Co.: the company locates courses if an employee wants to take a class or seminar on becoming a more effective father.
Chicago Tribune Internet Edition, February 1, 2000
Complete article: http://chicagotribune.com/business/columnists/kleiman/0,1122,SAV-0002010334,00.html
Author: Carol Kleiman
Chicago Tribune Web site: www. chicagotribune.com
(Posted 2/00)
Employees say work-family balance most important aspect of job
A survey report by the John J. Heldrich Center for Workforce development at Rutgers University and the Center for Survey Research and Analysis at the University of Connecticut found that workers rate the ability to balance work and family as the most important aspect of a job. Of all workers surveyed 97% rated it "important" and 88% as "very" or "extremely" important.
Comparing the results of this survey to previous surveys their conclusion is that "the ability to balance work and family is seen as more important than health and medical coverage, total annual income and opportunities for advancement."
The report identifies telecommuting as the major policy implication for organizations to address this issue: "Telecommuting is an untapped policy that holds potential to improve workplace productivity and worker balance as well as reducing congestion and pollution."
Work Trends Survey, Winter 1999
John J. Heldrich Center for Workforce Development; Edward J. Bloustein School of Planning and Public Policy
Rutgers, The State University of New Jersey
33 Livingston Avenue, Suite 500; New Brunswick, NJ 08901 732-932-4100 (extension 717)
Web site: www.heldrich.rutgers.edu
(Posted 2/00)
The Flex Advantage
A survey by Flexible Resources, Inc. reported in Working Mother magazine highlights the advantages of flexible work schedules:
1. employees are as or more experienced, focused, productive, and motivated as full-time employees (100% of responding managers);
2. women said they are more focused now than when they were in a nonflexible job (58% of responding women);
3. flexible employees are more productive per hour than those working a regular schedule (56% of responding managers);
4. women said that the number one reason, except for earning an income, they work now is to feel good about themselves (36% of responding women).
Working Mother (February 2000, page 10)
135 West 50th Street, New York ,NY 10020
Web site: www.workingmother.com
(Posted 1/00)
Telework study highlights its many advantages
A recent study by the International Telework Association and Council (ITAC) mentioned in the January, 2000, issue of HR Magazine (Society of Human Resource Mangement - SHRM) highlights the fact that telework saves money, provides workers with more flexibility, and improves productivity. The study showed that while this approach is a recruiting incentive and maintains or even improves productivity, it also helps employees balance their work and lives.
The economic impact is impressive: $2,100/worker/year in savings from reduced absenteeism; $1,850/worker/year in productivity improvement.
The report is entitled Cost/Benefits of Teleworking to Manage Work/life Responsibilities, and is available by calling Joanne H. Pratt Associates at (214) 528-6540.
The International Telework Association and Council (ITAC) web site is: http://www.telecommute.org/
HR Magazine, Society for Human Resource Management (SHRM) (January 2000, page 23)
SHRM, 1800 Duke Street, Alexandria, VA; Telephone: 703-548-3440
Web site: http://www.shrm.org/
(Posted 1/00)
New benefits help employees in unique ways
In the midst of a tight labor market employers have come up with some innovative new benefits for employees that stretch our notion of how companies can help improve their employees' lives: group auto insurance, onsite cancer screenings, dentists that make house calls, pet health insurance (Fujitsu Ltd. and Seagate Technology), lactation rooms for new mothers (Gymboree), special parking for pregnant employees (Gymboree), pagers for expectant parents (Gymboree), and concierge services (Pillsbury and Allied Signal).
Harvard Management Update, Harvard Business School Publishing, (December 1999, Volume 4, Number 12, page 9)
(Posted 1/00)
Work at home rules withdrawn
Within days of an Internet posting of a federal interpretation letter saying that companies' normal workplace safety obligations also apply to employees who do their work at home, Labor Secretary Alexis Herman withdrew it on January 5th. She said an advisory drafted by departmental officials was informal and was not intended to be taken as a statement of policy for the entire business community. "It was a letter to one employer. It provided guidance to him on his employees working at home," she said in a telephone interview with The Associated Press. "The letter, however, caused widespread confusion and unintended consequences for others. And therefore, as a result of those unintended consequences, I have made a decision to withdraw the letter today."
Herman said, however, that the controversy has raised important questions about what protections Americans who work at home can expect from the government. She said she will convene a conference of business and labor leaders and set up an interagency task force to conduct a wide-ranging study of the issue. "We acknowledge ... that employers are responsible for employee safety and health, but we don't know what that means and how that applies to these new work arrangements in the home today. That is why we need a national dialogue on this subject," Herman said.
The letter was written by officials at the department's Occupational Safety and Health Administration to a Texas-based credit services company that had sought advice about moving some of its sales executives into home offices. In response, OSHA provided specific examples in an area of law that had remained unclear, even as the number of Americans regularly working at home has swelled to almost 20 million. Such federal agency "interpretation" letters to individual companies often are made public, and other businesses look to them for general guidance. This one, dated Nov. 15, was posted on the Labor Department's Internet site.
The now-retracted OSHA interpretation of how workplace safety rules apply in the home said that employers could be held liable if they know or should reasonably have known about home workplace hazards - such as computers that overload home electrical circuits creating a fire hazard, or rickety stairs leading to a basement office. It suggested that companies should train people to set up safe home offices and periodically inspect at-home workers' quarters.
http://news.excite.com/news/ap/000105/14/news-home-office-regulations
(Posted1/00)
"Diversity and Work/Life Balance are.....two sides of one coin" says Fineman
Michael Fineman, in his article "Why Diversity Professionals Should Care About Work/Life Balance" in the November/December,1999, issue of the Society for Human Resource Management's MOSAICS newsletter makes the case for managing the diversity and work/life initiatives so they "complement and reinforce one another."
Fineman points out that they have many of the same objectives, e.g. improving recruiting, retention, and productivity; they both have to deal with the problem of stereotyping individuals; and they are both are at the core of what he calls the "new social contract being negotiated between business and workers."
MOSAICS: SHRM Focuses on Workplace Diversity
SHRM, 1800 Duke Street, Alexandria, VA; Telephone: 703-548-3440
Internet: www.shrm.org/diversity
(Posted 1/00)
Survey Links Work/Life to Employee Satisfaction
The Employee Benefit Plan Review (December 1999) relates that in a recent survey by the American Compensation Association & The Segal Company of 1,256 companies, 24% of the companies that measured the impact of work/life programs said these programs improved employee satisfaction.
(Posted 1/00)