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Example research essay topic: Flexible Work Arrangements Workers' Compensation - 1,061 words

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... off, and even an increase in productivity when flexible work arrangements are used properly. In general, productivity improvements are credited to the higher energy that comes from reduced stress or better morale; improved quality of work; more focus on task rather than time; and extended service with the same number of employees. Flexibility creates a more responsive organization. Companies continually face challenges, be it a departmental "baby booklet", recruitment for a particular job classification, or external pressures like the introduction of new technologies or the onset of a recession. Managers must be able to respond creatively with policies that are already in place before a crisis hits.

Flexibility is imperative to success in the new millennium. Companies today implement workplace flexibility to promote a motivated effective work force. In addition, today's workplace includes more dual-income families, singles and single parent families than ever before, so flexible work arrangements will allow companies to meet the needs of an increasingly diverse work force. In survey after survey, employees voice the same concerns: lack of time and flexibility and the inability to satisfactorily manage work and personal life responsibilities. While employees certainly are primarily responsible for resolving conflicts that may develop between work and personal lives, managers and employees should be encouraged to address these issues through the programs and policies that are part of the company. Although many companies experience the benefits of telecommuting - lower real estate costs, reduced turnover, increased productivity and an increased ability to comply with workplace laws (such as the Americans with Disabilities Act and Family Medical Leave Act) that require companies to accommodate their workers - growing pains persist, some experts say.

And both the benefits and disadvantages of the work option are difficult to measure with certainty. A study of employees and managers by Boston College's Center for Work & Family in Chestnut Hill, Mass. , found that telecommuting can present serious disadvantages. The study found that telecommuters work more, rate their work / life balance and life satisfaction significantly lower, believe they have worse relationships with their managers and co-workers, and are less committed to their jobs. Telecommuting also causes more stress than other types of flexible work arrangements, such as daily flextime, the study found. Many companies are shying away from flextime because they are concerned about possible legal pitfalls. Flexible work arrangements can be affected by the Fair Labor Standards Act, workers' compensation, the Occupational Safety and Health Act (OSHA), and even anti-discrimination laws.

Companies that ignore these issues do so at a considerable risk. There is, of course, no law demanding that a company must offer employees flexible work arrangements. Flex Place is a concept, not a policy or program. If it is to be successful, it takes the cooperation of all parties - manager, employee, co-worker and the company. A Flex Place arrangement requires self-discipline on the part of the employee and on-going communication between the employee and his / her manager. It requires a great deal of trust between manager and employee, as the manager cannot "observe" daily work being completed and requires managers to evaluate the results, not the work process.

Once a flexible program has been established, it is important for a company to know the differences of rules for non-exempt and exempt employees. The basic rule impending non-exempt employees from using flexible scheduling is the fact that these employees are bound to a 40 -hour workweek. For every hour they work beyond that, they must be paid at least one and a half times their regular pay. "Almost any problem you care to trace with flexible workweeks for a non-exempt can be traced to the application of that seemingly simple rule, " says Dave Days, a labor attorney in the Richmond, Virginia, office of McGuire Woods LLP. Exempt employees present a different set of problems, because they must be compensated on a salary basis. Their earnings are based on the quality of their work rather than the hours. You cannot track the hours worked by exempts or place these employees on a specific flexible schedule.

To do so implies the employees are actually non-exempt, and that can spell big trouble. It is important to ensure the company policy does not contain language implying a salaried employee may be docked wages in exchange for days off. Many HR professionals have concerns about telecommuting complications resulting from OSHA. OSHA had suggested the idea of at-home inspections last year, but decided to focus these inspections only on employees who are doing productive piecework or constructing widgets. Workers' compensation issues are currently under review and resolution.

What happens if a telecommuting employee falls down while walking to the door to sign for a package? If the package is from work, it is most likely a workers' compensation injury. However, if the package was personal it probably wouldn't be covered. The main question to ask is if the employee was actually doing work when injured. Is telecommuting a trend on the rise, or a trend in decline? Data support either view.

One on hand... half of 648 employers surveyed last year by online career network Career Engine Inc. offered telecommuting, but 62 percent were thinking of reducing the practice - and 21 percent wanted to phase it out completely. But, on the other hand... in a 2000 survey of 769 HR professionals by Lee Hecht Harrison, a career services firm in Wood cliff Lake, NJ, 90 percent of respondents viewed telecommuting as a growing trend. Only 8 percent thought the trend had leveled off, and only 2 percent believed it was not as popular as it used to be.

Several factors are widely associated with giving added significance to organizational flexibility - in particular, greater market uncertainty and changes in technology and production processes. In considering the future of flexibility, it is evident that various difficulties and unanswered questions sustaining high quality output, it must look at reciprocity over flexibility. In the past the flexibility agenda has tended to be defined by management, but in the longer term flexibility is only likely to be sustained if management take account of employee interests as well as its own objectives. Giving employees the flexibility to choose their hours, or take time in lieu are options well worth considering, in order to protect the companies most important asset - the employees health and well-being.


Free research essays on topics related to: study found, flexible work arrangements, work force, workers' compensation, hr professionals

Research essay sample on Flexible Work Arrangements Workers Compensation

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