Revealing involves openly embracing nonwork commitments. Revealers may unwittingly put their careers at risk, however, and bosses who penalize them may drive away talent.So how can organizations build a healthier—and more productive—culture?Employers adopting flexible workplace policies that help employees achieve a satisfactory work-life balance may not only experience decreased complaints of unlawful discrimination, but may also benefit their workers, their customer base, and their bottom line. “[F]lexibility is a driver of financial performance and productivity and is correlated to increased revenue generation.” note6, at 16 (noting the rapid expansion of retail contact lens business 1-800-CONTACTS from million to 0 million in sales in 11 years, an achievement due in large part, according to the company, to its flexible workplace policies). J., March 18, 2009, at D1 (describing a variety of programs employers have adopted to enhance employee morale and retention, including child-care centers, backup child care, academic scholarships, concierge services, adoption benefits and expanded health care); Dep’t of Labor, Women’s Bureau, ] (reviewing workplace flexibility programs such as contract work, reduced hours and unpaid vacations with full benefits, which enable businesses to cut costs, retain employees, and increase productivity); Matt Richtel, an increasing trend of employers imposing four-day workweeks, unpaid vacations and flexible schedules in an effort to prevent layoffs). Post, March 23, 2009, at A1 (referring to companies that use flexible work arrangements to cut costs as “the exception” and noting the reluctance of middle management to embrace such policies). They also aid recruitment and retention efforts, allowing employers to retain a talented, knowledgeable workforce and save the money and time that would otherwise have been spent recruiting, interviewing, selecting and training new employees. The Americans with Disabilities Act of 1990 prohibits discrimination based on a worker’s association with an individual with a disability.  note 9, at 20 (recalling the speaker’s recommendation in 1990 that law firms use flexible work arrangements rather than layoffs “as a way of going lean without being mean.”). Who to Ask Start the process with your immediate supervisor even though you may need to secure approval at higher levels.Most likely, your boss will have the final say over whether a flexible schedule will make sense in your case, so make sure your supervisor is an ally early on in the process.
The authors discuss three typical strategies for coping with demanding workplaces, and the risks associated with each: Accepting involves prioritizing the job above all else and remaining available 24/7.Maybe you need to be home to care for a child when she’s sick or after school, accompany aging parents to doctor’s appointments, carry out community service projects or even to pursue a hobby.Because of these other commitments and responsibilities, many workers would like to ask their employer for a more flexible work schedule.Best practices are proactive measures that go beyond federal non-discrimination requirements. Rather, these documents illustrate circumstances in which stereotyping or other forms of discrimination may violate Title VII or the Americans with Disabilities Act. Policy, Getting Punched: The Job and Family Clock 7 (2006), _punched_(acknowledging that approximately one in four workers cares for an elderly relative, and almost one in ten workers cares for both children and elderly relatives). for Work & Family, Overcoming the Implementation Gap: How 20 Leading Companies are Making Flexibility Work, Exec. Currently, many workers juggle both work and caregiving responsibilities.  Additional resources on best practices include: EEOC, “Best” Equal Employment Opportunity Policies, Programs, and Practices in the Private Sector (2d ed. of Law, Center for Work-Life Law, Families & Work Inst., Nat’l Study of Employers2008, that 90.7 % of families with children under age 18 had at least one employed parent and 62.2 % of married couple families with children had two employed parents). Dep’t of Health & Human Servs., Informal Caregiving: Compassion in Action 11 (1998), that 88 % of individuals with caregiving responsibilities for ill or disabled relatives or friends worked at least 35 hours per week); U. Census Bureau, Disability and American Families: 2000 3, 16 (2005), that approximately two in seven families have at least one family member with a disability, and approximately one in ten families with children under 18 years of age includes a child with a disability). Summary 8-13 (2008) (listing the benefits of workplace flexibility programs, including employee commitment; talent recruitment and retention; enhanced customer service; increased productivity; reduced absenteeism; and coverage across multiple time zones); Inst. Jeffrey Hill, When Work Works: A Status Report on Workplace Flexibility 22-24 (2004), the correlation between access to flexible work arrangements and enhanced employee engagement, loyalty, job satisfaction and mental health).