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9
Connecticut CPA
g
May/June 2017
What Types of Workflex Would
Work for My Organization?
It's important to start with your context.
What is happening outside of your
organization that affects your business
direction, your staffing strategies, and
the environment you create for your
employees? At the same time, take a
look at your own organization. Where
are you going as a business, and what
kind of people do you need?
Ask the following type of questions:
Who are your employees, and
what drives them?
What distinguishes your best
employees from the rest?
How can you better align your
employees with your organiza-
tional goals?
What are the most pressing
strategic and employee-related
challenges your organization
is facing?
Workflex Options
Next you'll need to evaluate what
types of workflex options could work
for your organization. It's important to
remember that workflex is about more
than just telecommuting and should
strive to be as inclusive as possible.
There are many options:
Flex time and place includes various
forms of flexibility that affect when
and/or where employees do their job,
such as flex time, telecommuting, and
compressed workweeks.
Choices in managing time reflects
the degree to which employees can
exercise some choice about when
they work, from scheduling hours and
overtime to deciding when they take
breaks, and about how their time at
work is spent. This category also looks
at differences that may exist between
different employee groups (e.g. hourly
and salaried employees or office and
production line employees).
Reduced time includes options for
working fewer hours while staying in
the same position. It includes such
things as access to part-time or part-
year schedules. Reduced time is
often used in order to retain talented,
experienced, and otherwise valued
employees through periods of high
home and personal life demands or
through transitions into or out of full-
time work (e.g., phased retirement, or
return to work programs for veterans).
Caregiving leaves looks at whether
the organization offers its employees
leaves for birth, adoption, and
caregiving of ill family members, and
whether any of this leave is paid. It
also considers how the organization
will continue operating during the
leave and how the employee will be
reintegrated after the leave.
Time off includes policies and
practices that apply when employees
3 in 10
employees expect
to provide elder care in the
next five years.
Flex isn't just a women's issue:
And it's not just an issue for working parents:
Nearly
1 in 10
currently do.
46%
of men
experience
work-family
conflict
versus
43%
of women.
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