The benefits of implementing certain programs and policies are obvious for some employee populations’working parents with young children, for example, value flexible work schedules and child care programs as a means for balancing work with family life. Organizations that embrace these programs are rewarded with improved recruiting and retention results, as well as higher productivity.
Organizations that make concerted efforts to improve workers’ health are rewarded with lower costs, a reduction in lost time (both the rate and duration of absences), and a healthier workforce, according to ’Staying@Work 2005/2006,? a recent survey from Watson Wyatt Worldwide and the National Business Group on Health. The survey reports that 41 percent of employers currently include productivity initiatives in their health care planning, and an additional 32 percent plan to do so within the year.
The Annual CCH Unscheduled Absence Survey revealed that while the rate of unscheduled absences remains virtually the same as last year, the average per-employee cost of these absences has risen to $660 from $610. It is interesting to note that the survey only measures direct payroll costs for paid, unproductive time.
The National Council of La Raza, a national Hispanic civil rights and advocacy organization, has recently released a statistical brief on the status of Latinas and work. The data, which is largely culled from the U.S. Census Bureau, reveals several startling trends as well as potential opportunities for responding to the pending labor shortage.
Of the 79 percent of American workers who have access to paid time off for vacations, more than one-third of them don’t use it. And 37 percent of the employees who do take vacations take less than a week at a time.
According to ’Overwork in America: When the Way We Work Becomes Too Much,? a study from the Families and Work Institute, employees’ reluctance and/or inability to use their vacation time is a symptom of feeling overworked. The study indicates that one-third of all U.
There’s a storm warning and school has just been cancelled. While your children rejoice in the news, you wonder how you’re going to make it to your 10 o’clock client meeting.
This is an all-too familiar scenario in the life of working parents.? For many families, this kind of situation leads to scrambling for some kind of care, which may include calling in the child care chips from friends and neighbors, negotiating with a spouse or partner for a day at home, or convincing the boss that the meeting can wait.
Most organization today are well aware of the importance of creating and maintaining a strong ethical culture. But wanting to create such a culture and knowing how to do so are very different things. What are some steps you can take to develop a culture based on principles your organization stands behind?
- Identify the mission of your organization with buy-in from your leadership team.? When employees understand the core values and ethics within an organization’s mission and see that the leadership stands behind it, they become loyal to the mission and purpose of the organization.
In the fall of 2004, the UK government published its proposal for overcoming the child care challenges in the country:?Choice for Parents, the Best Start in Life for Children: a Ten-Year Strategy for Child Care. This was the long-awaited and much-trumpeted pledge of the labour government to bring together the needs of working parents and the early year’s entitlements of children into one coordinated policy framework.
While summer is still many months away, now is the time for working parents to find appropriate care for their children’s summer vacation. One of the particular challenges working parents face throughout the year is what to do with their tweens.
Among employees in 10 of the world’s largest economies, those in the U.S. and Brazil are the most engaged with their organizations, according to a new study by ISR, a global employee-research and consulting firm.