Work-Life Industry News
UAW Negotiates Work-Family Benefits in Michigan
The Labor News for Working Families (Volume VII, Issue 4, FALL 99) reports that the United Auto Workers (Locals 1781, 2145, 2256, and 2500) negotiated extensive Work and Family Programs in their new contract with Blue Cross-Blue Shield of Michigan which will be developed and implemented by a labor-management committee:
1. A Fund of $600,000 a year to be used for eligible child care, elder care, adult care and adoption services. Employees can get up to $600 a year from the Fund;
2. Resource and referral services for child care and elder care. Worksites will have on site consultation weekly;
3. A scholarship fund for dependents of $100,000 in the first year, $125,000 the second year and $150,000 the third year of the contract. Eligible dependent children can receive up to $500 per semester;
4. A pilot telecommuting program set up on a voluntary basis. The Union will have joint oversight of the pilot program;
5. Up to eight hours of paid leave time to participate in school activities such as tutoring, field trips and classroom programs;
6. Long Term Care Insurance purchased at group rates. The policy covers the employee, spouse, and may include parents or parents-in-law for needs such as adult day care, home health, nursing and custodial care;
7. Paid bereavement time extended from three to five days for a spouse, parent or child of the employee.
The Labor News for Working Families is produced by the Labor Project for Working Families at the Institute of Industrial Relations: 2521 Channing Way; Berkeley, CA 94720-5555. They can be reached at (510) 643-6814. Their web site is http://laborproject.berkeley.edu
Work and Family Fund for State Workers
The Labor News for Working Families (Volume VII, Issue 4, FALL 99) reports that the State of California and its unions representing state employees established a Work and Family Program in their most recent contracts. The State will contribute $5 million to a Work and Family Fund for programs starting July 2000 until the end of the contract in 2001. A Labor-Management Committee will identify programs that address work/family needs including child care, elder care, family leave, hardship transfers, and domestic violence leave.
The Labor News for Working Families is produced by the Labor Project for Working Families at the Institute of Industrial Relations: 2521 Channing Way; Berkeley, CA 94720-5555. They can be reached at (510) 643-6814. Their web site is http://laborproject.berkeley.edu
(Posted 11/99)
"Transformation: Institutional, Personal, and Cultural" is AWLP conference theme (go to the Calendar Section)
Making Work/Life Systemic
The Work & Family Trend Report (September, 1999), written by Susan Seitel, reports that based on a poll of seven organizations, meaningful progress in implementing work-life only takes place when it is integrated and systemic in the culture.
Seven organizations were polled: Allstate, Baxter, Cigna, Deloitte & Touche, US Department of Justice, Merrill Lynch and West Group.
The key factors to integrating work/life and making it systemic include:
Senior management enthusiasm and energy are absolutely necessary if work/life is to become systemic.
The Work & Family Trend Report is published by Work & Family Connection, Inc. 5197 Beachside Drive, Minnetonka, MN 55343. They can be reached at (800) 487-7898, (612) 936-7898, or via e-mail at info@workfamily.com and on the worldwide web at http://www.workfamily.com.
(Posted 10/99)
Backup day care springs up: Some businesses find it makes sense to fund it
The Associated Press reports that backup child care is growing quickly. Thirteen percent of employers now provide it up from 5 percent in 1993, according to Hewitt & Associates, a consulting firm.
Companies find that it is often cheaper to buy slots in a backup center that many employees take turns using than to build their own day care center. Many companies find that the service pays for itself. Chase Manhattan Bank, one of the pioneered in the field, says it saved substantial amounts in reduced absenteeism.
(posted 10/99)
Roundtable: Enhancing Strategic Value - Becoming a Company of Choice
Stress of dealing with elder care is overwhelming working women
Sharon Honaker of the Chicago Tribune reports that, based on a survey by the National Association for Female Executives and Genesis ElderCare, the care of elderly relatives has become a woman's issue. "Almost 70% of the professional women surveyed said the stress of caring for elderly loved ones impacted their work as much as their personal lives, resulting in reduced productivity, days off or the inability to accept new responsibilities." Working women want their employers to do more to help with this issue, the survey goes on to say.
(Posted 9/99)
The third annual Work/Family Congress, sponsored by Working Mother magazine, was held 9/22-24/99 at The Marriott Marquis hotel in New York City. Speakers included Patricia Schroeder, Patty Murray, Lynn Martin, Governor Roy Romer, Dr. Stewart Friedman and Connie Glaser. As a part of the congress the 1999 CEO Summit was a Best Practices Showcase. This was the biggest and best conference on work/family issues in 1999.
(Posted 9/99)
100 Best Companies for Working Mothers
Working Mother magazine announced its 14th annual list of the 100 Best Companies for Working Mothers. There were 20 new companies on this list this year, as the competition has become intense to make the list.
Project Editor Catherine Cartwright identifies three key ways that the leading companies stand out:
1. they understand the power of flexibility (every company on the list offers at least one alternative work option),
2. they listen to their employees (95% have surveyed their employees on work-life issues), and
3. they communicate well (expert in the use of print media, more and more are using technology, especially intranets and web-based systems to communicate to employees).
It is interesting to note that while any private or public company may be considered for the list, government agencies are specifically excluded. This is not explained, and one can only guess as to why this is so. After all, the federal government is a major employer, as is state and local government.
The complete report has been published in the October issue of Working Mother magazine. The report contains a tremendous amount of material, but does not mention the Working Mother 100 Index, which is an index made up of the publicly traded companies in the 100 Best list you will have to go to the web site to access this index. Overall, the printed version of the report is more comprehensive, is easier to use and includes the following information:
| 1. |
A summary of the report by Catherine Cartwright, Project
Editor
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| 2. | The 100 Best (alphabetically): with detailed ratings on the six categories of leave for new parents, flexibility, child care, work/life, advancing women, and pay. |
| 3. | The Townsend Award: Family Champion of the Year honoring a recipient who has taken the lead in the promotion of family-friendly policies in the workplace. This year's recipient is Walter V. Shipley, Chairman of the Chase Manhattan Corporation who is profiled in an article. |
| 4. | Going the extra mile: Innovative ways to make life better for the workforce |
| 6. | Best in Class: the companies that earned the highest ratings in each of the six categories of leave for new parents, flexibility, child care, work/life, advancing women, and pay. |
| 6. | Focus on Flexibility: every one of the WM 100 offers flextime. But many have gone beyond this. Read about what some companies have come up with and why they believe it's worth doing. |
| 7. | Companies to Watch: these companies didn't make Working Mother's list this year, but they're clearly making the right moves to help employees balance work and family responsibilities. Maybe next year will be their year. |
| 8. | 10 Best Companies for Working Mothers: Bank of America (formerly NationsBank), CIGNA, Deutsche Bank (formerly Bankers Trust), Fannie Mae, First Tennessee Bank, IBM, Eli Lilly, Lincoln Financial Group, Lotus Development, and Prudential. |
| 9. | Nominate a company for next year's list. |
The Working Mother web site features highlights of the report, but not everything from the printed version. The one significant addition is the link to a stock index, and although it is not explained, our assumption is that it is made up of the publicly traded stocks of companies on the 100 Best list. The web site also includes the following information:
| 1. |
A summary
of the report by Catherine Cartwright, Project Editor
|
| 2. | The 100 Best (alphabetically) |
| 3. | The Townsend Award: Family Champion of the Year honoring a recipient who has taken the lead in the promotion of family-friendly policies in the workplace. This year's recipient is Walter V. Shipley, Chairman of the Chase Manhattan Corporation. |
| 4. | The Working Mother 100 Index: this index tracks the stock performance of publicly traded companies on the 100 Best list. |
| 5. | Companies to Watch: these companies didn't make Working Mother's list this year, but they're clearly making the right moves to help employees balance work and family responsibilities. Maybe next year will be their year. |
| 6. | 10 Best Companies for Working Mothers: Bank of America (formerly NationsBank), CIGNA, Deutsche Bank (formerly Bankers Trust), Fannie Mae, First Tennessee Bank, IBM, Eli Lilly, Lincoln Financial Group, Lotus Development, and Prudential. |
| 7. | Nominate a company for next year's list. |
(Posted 9/99)
Hot new book: Ask the Children: What America's Children Really Think About Working Parents
The Families and Work Institute is publishing a new book entitled Ask the Children: What America's Children Really Think About Working Parents written by Ellen Galinsky. The buzz on this book is hot. Look for a Newsweek cover story soon, a Parenting magazine story in September, an article in HR Magazine in October, TV appearances, a national book tour by Ellen Galinsky, etc. The book will retail for $25.00 and should be shipping after 9/22/99. We will have a review as soon as our copy arrives. You can contact the Family and Work Institute at 212-465-2044 x309 or go to their website at www.familiesandwork.org.
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Synopsis
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"This groundbreaking study reveals surprising
new facts and comprehensive practical ideas for the millions of mothers
and fathers struggling to manage work and family life. Ask the Children
is the first book to ask children what they really think about work,
family and many other topics. Parents will hear children's perceptions
and opinions - both reassuring and insightful."
Source: Families and Work Institute website ( www.familiesandwork.org) |
Female lawyers in Minnesota Make Progress, but Much Work to be Done
The Minnesota State Bar Association has just released a report (June 1999) from their SAGE (Self-Audit for Gender Equity) program, which provides information to legal employers about hiring, retention, promotion, professional development, and life balance to aid in eliminating gender bias in the legal profession.
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Summary Survey results of private law firms from 1995-1997. "The results from the first year of the SAGE program allow us to identify where progress has been made and where work still needs to be done in Minnesota in the area of gender equity. The data drawn from this first survey also establishes a baseline of information against which the state's law firms and individual lawyers can measure change in the years to come. In general, the statistics bear out anecdotal and statistical information from other studies indicating that the great majority of partners in private firms are men, that male attorneys are more highly compensated than women, that experienced women lawyers leave their firms at a higher rate than men, and that women are not part of many firms' management committees. Change is occurring, however. Women associates are being hired at roughly the same rate as men and are beginning to be promoted to partner at the same rate as men. There is some indication that compensation disparities may be decreasing. Finally, firms are addressing gender discrimination and sexual harassment, and firms of all sizes are providing alternative work schedules. As the women who entered the profession in the 1990's gain seniority, the progress towards gender equity will continue to be measured by the SAGE program. The information provided by SAGE will aid firms in their goal of attaining gender equity."
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For more information on this study contact Ms. Mary Grau at the Minnesota State Bar Association (612)278-6322, because even though there is a web site for the Minnesota State Bar Association (http://www.mnbar.org/) you won't be able to find this report there.(7/99)
Ten Step Program to a Work-Life Agenda that Works
The July 1999 issue of the Work & Family Trend Report editor Susan Seitel outlines the ten steps necessary to create a work-life agenda that will be solid enough to last through an economic downturn, survive benign neglect, and rejuvenate itself if things become stale:
For more information and instructions on how to get this entire article go to the Work & Family Connection, Inc. web site at http://www.workfamily.com or call 1-800-487-7898.(7/99)
Survey finds that good work-family balance leads to job satisfaction
A survey conducted by Rutgers University's John L. Heldrich Center for Workforce Development and the Center for Survey Research Analysis at the University of Connecticut shows the important connection between work-family balance and job satisfaction.
The survey of 1,000 employees nationwide looked the perceptions of job satisfaction and other key areas with these results:
To receive the study contact the John L Heldrich Center at (732)932-4100 - extension 585, or visit their web site at www.heldrich.rutgers.edu. ( 7/99)
National Partnership's Campaign for Family Leave Income Launched
The National Partnership for Women & Families has launched a new initiative to make family and medical leave more affordable and accessible for America's working families. Their position is that "too many families still cannot take advantage of family and medical leave because they cannot afford to take unpaid leave". The Family Leave Commission (a bipartisan organization) found that: "nearly two-thirds of employers who needed but did not take leave in 1994-95 cited lost wages as the reason why they did not. When employees did take FMLA leave, the lack of wage replacement often resulted in significant financial hardship, forcing nine percent of all leave-takers, and 12 percent of women leave-takers, onto public assistance". See the National Partnership of Women & Families web site at http:www.nationalpartnership.org for more information ( 7/99)
Child care: state by state from Working Mother survey
In its seventh annual survey, Working Mother magazine, in its July/August issue, reported that across the country state regulation of child care varies widely, raising questions about safety and sanitation in some regions. Examples of the variations from state to state include:
The 10 best states for childcare were: California, Connecticut, Illinois, Maryland, Massachusetts, Minnesota, Rhode Island, Vermont, Washington and Wisconsin.
The states with the poorest childcare systems were Alaska, Arkansas, Idaho, Louisiana, Mississippi, Montana, North Dakota, Tennessee, Utah and Wyoming.
While experts recommend ratios of up to six toddlers or up to four infants per caregiver, Idaho allows a caregiver to supervise up to 18 toddlers or up to six infants.
Most states average one caregiver for every four infants, and more than seven toddlers for every caregiver, according to The Children's Foundation, a Washington, D.C. advocacy group.
Two states were cited for particularly impressive initiatives:
Most daycare workers earn near-poverty wages, leading to an average turnover rate of 30 percent at centers nationwide, according to a 1998 study by the Center for Child Care Workforce, an advocacy group.
The complete survey results can be found at the magazine's Web site, www.workingmother.com. (7/99)
Family issues covered in President Clinton's State of the Union Address (1/19/99)
"Working parents also need quality child care. So, again this year, I ask Congress to support our plan for tax credits and subsidies for working families, for improved safety and quality, for expanded after-school programs. And our plan also includes a new tax credit for stay-at-home parents, too. They need support, as well.
Parents should never have to worry about choosing between their children and their work. Now, the Family and Medical Leave Act -- the very first bill I signed into law -- has now, since 1993, helped millions and millions of Americans to care for a newborn baby or an ailing relative without risking their jobs. I think it's time, with all the evidence that it has been so little burdensome to employers, to extend Family Leave to 10 million more Americans working for smaller companies. And I hope you will support it.
Finally on the matter of work, parents should never have to face discrimination in the workplace. So I want to ask Congress to prohibit companies from refusing to hire or promote workers simply because they have children. That is not right."
Note: the complete text of the State of the Union Address can be found at the White House Website: http://www.whitehouse.gov/WH/SOTU99/ (posted 1/20/99)
President Clinton's Proposal: 21st Century Support for Families (Background for the State of the Union Address)
"Changes in work and culture during the 20th century have created new challenges that must be addressed in order to strengthen our families. Too many Americans are spending more time at work just to make ends meets and less time at home. The President has unveiled a bold agenda that puts families first by helping struggling parents balance their responsibilities at work and at home, and ensuring that when they have to be at work, their children are safe and well-cared for.
Child Care
President Clinton's child care proposal includes subsidies to help families pay for child care, greater tax relief for working families as well as those who choose to stay at home to care for their young children, and dramatic increases in funding for after-school programs. The President's proposal will:
Expand the Child Care Block Grant
President Clinton has proposed to expand the Child Care and Development Block Grant significantly to help working families struggling to meet the costs of child care which will enable the program to serve an additional 1.15 million children by FY 2004. The proposal will also improve the quality and safety of child care, and provide funding for early learning opportunities so that children reach school ready to learn.
Greater Tax Relief for Child Care for Three Million Working Families
The Child and Dependent Care Tax Credit provides tax relief to taxpayers who pay for the care of a child under 13 or a disabled dependent or spouse in order to work. The President is proposing to increase the credit for families earning under $60,000, providing an additional average tax cut of $354 for these families and eliminating income tax liability for almost all families of four with incomes below $35,000 who are saddled with high child care costs.
New Child Care Tax Incentives for Businesses
The President's plan includes a new tax credit for businesses that provide child care services for their employees by building or expanding child care facilities, operating existing facilities, training child care workers, or providing child care resources and referral services.
Tax Relief for Parents Who Stay at Home
Because the President believes that we should support parents in whatever choice they make for the care of their children, he is proposing to provide new tax relief to parents who stay at home with children under age one. The President's budget proposal will benefit 1.7 million families and will provide an average tax credit of $178.
Expansion of After-School Opportunities for Over One Million Children
Experts agree that school-age children who are unsupervised during the hours after school are far more likely to use alcohol, drugs, and tobacco, commit crimes, receive poor grades, and drop out of school than those who are involved in supervised, constructive activities. That is why President Clinton is committed to tripling funding for the 21st Century Learning Center Program, which supports the creation and expansion of after-school and summer school programs throughout the country. The program will target funds toward school districts that have programs in place to end social promotion.
Working Families
FMLA Expansion
The President has proposed again to extend the benefits of the Family and Medical Leave Act (FMLA) -- the first piece of legislation that the President signed into law -- to ten million more American workers. Today, workers are eligible for up to 12 weeks of FMLA-protected leave to care for a newborn or adopted child, to attend to their own serious health needs, or to care for a seriously ill parent, child or spouse -- if they work at a business with 50 or more employees. By covering workers in businesses with 25 or more workers, 10 million more American workers will be covered by the FMLA. The President is also calling for expanding the law to allow FMLA-eligible workers to take up to 24 hours of additional leave each year to meet specified family obligations, including routine doctors appointments and parent-teacher conferences.
Prohibiting Discrimination Against Parents
The President proposed new federal legislation to protect parents from discrimination in the workplace. The President is announcing legislation which would protect workers from unfair assumptions about their commitment to their job that can affect hiring, advancement and other employment decisions. While this law would clearly not prohibit employers from making hiring and promotion decisions on the basis of job performance, it would ensure that workers are not unfairly discriminated against simply because they are parents.
Minimum Wage Increase
Despite the strongest economy in a generation, there are still millions of workers trying to raise a family and struggling to make ends meet. That is why President Clinton has called on Congress to pass an increase in the minimum wage. The President's proposal would increase the minimum wage from $5.15 to $6.15 over two years -- through a 50-cent increase on September 1, 1999 and a 50-cent increase on September 1, 2000. For someone who works full-time, this minimum wage increase will mean an additional $2,000 per year. Approximately 12 million hourly paid workers would directly benefit from this pay raise. "
Note: the complete set of background materials for the State of the Union Address can be found at the White House Website: http://www.whitehouse.gov/WH/SOTU99/background.html (posted 1/20/99)