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The changing workforce in the United States and new business norms mean that employers and employees are searching for effective ways to promote flexibility. Like workers everywhere, the workers in the Dallas discussion group have a wide array of caregiving and personal responsibilities.
Hourly, lower-wage workers are much less likely than salaried, professional employees to have workplace flexibility. Many are required to work in shifts that are unpredictable and constantly changing; they may be asked to work overtime with little notice; and they seldom have leeway to arrive late, leave early, or take time mid-day to deal with family or medical emergencies.
A growing number of employers recognize the benefits of flexible workplace practices. These employers know that setting workplace standards that promote flexibility and allow workers to meet the dual demands of work and family improves employee productivity, loyalty and retention—creating happier, healthier workplaces, and better bottom lines.
Workers should not have to choose between a paycheck, their job, and their own health or the health of their families. Yet, because of the lack of policies that help workers meet their family responsibilities, many workers face this choice every day.
Every day, working women and men in the United States struggle to meet the dual demands of work and family because their workplaces are without basic family friendly policies. It is long past time for workplaces to reflect the needs of 21st century working families, which for many include the ability to care for children, family members and elderly relatives while also being productive, responsible employees.
Grandparents are the glue that holds many families together—yet our workplace laws don't honor their critical role.
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