Workforce Flexibility An Integral Part of the 21

Workforce Flexibility: An Integral Part of the 21 st Century Workplace February 17, 2011 Robin L. Shaffert American Association of People with Disabilities Senior Director of Corporate Social Responsibility Jill Houghton, Moderator Deputy Director, Southeast TACE USBLN Acting Executive Director

2 ADA National Network Centers 1 -800 -949 -4232 [voice/tty] adata. org Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved

3 Workforce Flexibility: An Integral Part of the 21 st Century Workplace Flexibility is Important for Everyone – Especially Workers with Disabilities Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved

President Barack Obama Quote Workplace flexibility isn’t just a women’s issue. It’s an issue that affects the well-being of our families and the success of our businesses. It affects the strength of our economy – whether we’ll create the workplaces and jobs of the future that we need to compete in today’s global economy. --President Barack Obama Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 4

National Dialogue on Disability Employment WF has entered the National Dialogue on Disability Employment Women’s Bureau and the Office of Disability Employment Policy: Memo of Understanding “The purpose of this Memorandum of Agreement (MOA) is to establish an understanding between the Women’s Bureau (WB) and the Office of Disability Employment Policy (ODEP) to expand promote the use of flexible workplace strategies. ” Office of Federal Contractor Compliance Programs: Request for Comments and Advanced Notice of Proposed Rule Making on Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors “To what extent does workplace flexibility, including flexibility in work schedules, as well as job-protected leave, impact recruitment and retention of individuals with disabilities? ” Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 5

Reality #1: Shifting Demographics § Women are almost 50% of the workforce § Dual earner incomes are the norm § Older workers need to work longer to save for retirement § Men and women want and need to share caregiving responsibilities for children and parents, including those with disabilities § There are many more single-parent families § While a persistently high percentage of people with disabilities remain unemployed or underemployed, many people with disabilities and chronic health conditions are in the workforce and more are ready, willing, and able to work Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 6

Reality #2: Resulting Mismatch § Rigid or unpredictable schedules leave workers without control needed to deal with day-to-day issues or emergencies § Traditional work calendars offer little time off for health- related problems, family concerns, or caretaking responsibilities § Linear career paths are incompatible with modern life courses § Employees with disabilities may need flexibility to address medical, transportation, or other disabilityrelated needs Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 7

Workforce Flexibility An Additional Tool to Promote Disability Employment § Under the ADA, employees with disabilities are entitled to reasonable accommodations that may include part-time schedules, modifications to standard shifts, and telecommuting § Under the FMLA, individuals with serious health conditions and employees caring for immediate family members with serious health conditions are entitled to 12 weeks a year of unpaid leave Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 8

Workforce Flexibility (cont. ) An Additional Tool to Promote Disability Employment “Workplace flexibility” is a framework and additional set of tools that employers can use to help all employees achieve success in the workplace and balance in their lives for a range of reasons, including employees with disabilities Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 9

Key Findings: The Business Case § Employees with access to FWAs tend to be more satisfied, committed, and engaged with their jobs. Studies have shown that this leads to increased innovation, quality, productivity, and market share § Research by the Corporate Leadership Council concluded that every 10% improvement in commitment can increase an employee’s level of discretionary effort by 6% and performance by 2%; highly committed employees perform at a higher level than non-committed employees Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 10

Key Findings: The Business Case (cont. ) § Providing FWAs and time off to take care of personal and family needs can also help limit unscheduled absences § Studies show that employees using FWAs report less work-life stress and, as a result, have less unscheduled absences and increased productivity Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 11

3 “Buckets” of Workplace Flexibility Flexible Work Time Off § Flexible Work Arrangements Including: Career Flexibility Including: § Flex Schedules (e. g. , flexible start and end times; compressed workweeks) § Predictable (e. g. , advance notice) Schedules §Flex Schedules (e. g. , §Short-Term Time Off §Exit § Reduced Hours (e. g. , phased retirement; job sharing) flexible start and end times; § Place of Work (e. g. , telework; “hoteling”) compressed workweeks) §Episodic Time Off §Maintenance § Time Off Including: §Predictable Schedules §Extended Time Off §Reentry (on ramps) § Short-Term Time Off (e. g. , advance notice) § Episodic Time Off §Reduced Hours (e. g. , § Extended Time Off §phased retirement; job Career Flexibility sharing) Including: § Exit §Place of Work (e. g. , § Maintenance telework; “hoteling”) § Reentry (on ramps) Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 12

For companies that offer them, FWAs… § Improve retention & recruitment § Foster greater employee satisfaction, commitment, and engagement § Are correlated to increased productivity and revenue generation, as well as positive impacts on cycle time and client service Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 13

Flexibility & Hourly Workers § Critical management tool to meet core business goals and improve work-life fit by providing predictability and stability § Flexibility works as well, or better, for hourly workers as for professionals § Implementation as management tool rather than on an individual basis increases return on investment § Key Elements: (i) providing a variety of flexible work options that are compatible with hourly jobs, (ii) enabling workers to adjust work hours and access time off when needed, (iii) creating a supportive work culture, and (iv) engaging work teams in designing and managing flexible work Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 14

Flexibility & Hourly Workers (cont. ) § Opportunity to review and modernize policies concerning mandatory overtime, leave, and absenteeism § Many workers with disabilities are hourly workers Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 15

The Collaborative on FWAs The following groups representing diverse constituencies are working together on specific ideas to increase access to FWAs § § § AARP American Association of People with Disabilities Corporate Voices for Working Families Family Values at Work Legal Momentum National Military Family Association National Partnership for Women and Families New America Foundation Society for Human Resource Management Workplace Flexibility 2010 Worldat. Work Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 16

17 Open Discussion & Questions Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved *

18 THANK YOU! Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved

Contact Information Please Feel Free to Reach Out to Us Jill Houghton Deputy Director Southeast TACE Acting Executive Director USBLN (954) 461 -4726 [voice] Jilldh@bellsouth. net Robin L. Shaffert Senior Director of Corporate * Social Responsibility American Association of People with Disabilities (AAPD) RShaffert@aapd. com Pamela Williamson Director DBTAC: Southeast ADA Center (404) 541 -9001 [voice] sedbtacproject@law. syr. edu Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 19

20 Sponsors of Webinar Series ADA National Network by DBTAC Web: adata. org American Association of People with Disabilities (AAPD) Web: aapd. com Council of State Administrators of Vocational Rehabilitation (CSAVR) - National Employment Team (NET) Web: rehabnetwork. org U. S. Business Leadership Network Web: usbln. org Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved

Education Credits DEADLINE: February 25, 2011 CEU (0. 1) Approved by the University College at Syracuse University To earn CEU credit, you must: § Participate in the 1. 5 hour webinar. § Login to your Webinar Account & complete: CEU Request. § Follow CEU Credit Requirements (http: //sedbtac. org/webinars/request. CEU. php? eventid=530). CRCC (1. 5) Approved by Commission on Rehabilitation Counselor Certification (CRCC) To earn CRCC credit, you must: § Participate in the 1. 5 hour webinar. § Login to your Webinar Account & score 80% or better in 3 attempts on Post Test. § Complete: CRCC Request and send a copy to the CRCC office. § Follow CRCC Credit Requirements (http: //sedbtac. org/webinars/request. CRCC. php? eventid=530). Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved 21

22 Disclaimer The DBTAC: Southeast ADA Center (Southeast DBTAC) is authorized by the National Institute on Disability and Rehabilitation Research (NIDRR) to provide information, materials, and technical assistance to individuals and entities that are covered by the Americans with Disabilities Act and its Amendments (ADA) under Grant No. H 133 A 060094. However, NIDRR is not responsible for enforcement of the ADA. For more information or assistance, contact your regional ADA Center via the ADA National Network by DBTAC at adata. org or call 1 -800 -949 -4232 [voice/tty]. The information, materials, and/or technical assistance are intended solely as informal guidance, and are neither a determination of your legal rights or responsibilities under the Act, nor binding on any agency with enforcement responsibility under the ADA. The Burton Blatt Institute (BBI) at Syracuse University does not warrant the accuracy of any information contained herein. Any links to non-BBI information are provided as a courtesy. They are not intended to nor do they constitute an endorsement by the BBI of the linked materials. Webinar Series for Business Hosted by: Southeast ADA Center and Southeast. TACE Projects of Burton Blatt Institute at Syracuse University Funded by NIDRR Grant # H 133 A 060094. © 2011 All Rights Reserved