Examples of State Flexible Work Arrangement (FWA) Laws

Flexible Work Arrangements (FWAs) alter the time and/or place that work is conducted on a regular basis -- in a manner that is as manageable and predictable as possible for both employees and employers. This document charts examples of state FWA laws

Bills Introduced in the 111th Congress Regarding Flexible Work Arrangements

Flexible Work Arrangements (FWAs) alter the time and/or place that work is conducted on a regular basis -- in a manner that is as manageable and predictable as possible for both employees and employers. This document charts bills introduced in the 111th Congress regarding flexible work arrangements

Introduction

On December 1, 2006, the Department of Labor (“DOL”) issued a Request for Information (“RFI”) seeking public comments on the Family and Medical Leave Act (“FMLA”). The RFI was divided into three sections. Part I provided a summary and background of the FMLA, existing DOL regulations, legal challenges, and related issues. Part II described twelve specific topics about which the DOL sought comment.Part III discussed a 2000 Westat Report that estimated the number of employees and employers covered under the FMLA and the number of employees who used the FMLA. According to the DOL, over 15,000 comments were submitted in response to the RFI

Extended Time Off Overview

Workplace Flexibility 2010 defines Extended Time Off (EXTO) as time taken off from work for a single reason that extends for more than five days but less than one year. EXTO may be brief in nature (e.g., a few weeks), when taken, for example, for a vacation, to recover from minor surgery, or to comply with a public health quarantine request. EXTO may also be longer in nature (e.g., a month or more), when taken, for example, for maternity/paternity purposes, for elder care, for military duty, or for a sabbatical from work. EXTO (either brief or prolonged) may be unpaid (e.g., when taken under the Family and Medical Leave Act (FMLA)) or paid (e.g., when taken under California’s paid family leave law or under an employer’s benefit plan). EXTO is distinguished from other extended absences from the workplace by two primary variables. With EXTO, an employee wants to and/or expects to be able to return to his/her original job; and an employee wants to and/or needs wage replacement during the time off

Statements Illustrating the Legislative Intent of These Laws

Based on statements in the legislative history, these laws were meant to provide: Overarching Benefits in the Current Economy Benefits to Families Benefits to Management Equality for Women Protection of the Environmen

Letter of Invitation

A letter of invitation to the 2008 conference for grantees of the Alfred P. Sloan Foundation\u27s Workplace, Work Force, and Working Families Program hosted by Workplace Flexibility 2010

A Sampling of Workplace Flexibility Laws and Programs for Military Personnel

A variety of laws, policies, and programs govern the availability and utilization of workplace flexibility in the military as an employer for both service members and civilians. This document provides examples of those laws, policies, and programs, categorized by the type of flexibility governed

Workplace Flexibility 2010 Staff & Consultants

Staff and consultants biographies for the event: What an Aging Workforce Can Teach Us About Workplace Flexibility held on July 18, 2005 by Workplace Flexibility 2010

Intermittent Leave and Reduced Schedule Leave Under the Family and Medical Leave Act

The Family and Medical Leave Act of 1993 (FMLA) permits workers who meet certain conditions to take up to 12 weeks per year of unpaid leave for medical or family care reasons. This memorandum discusses the statutes, legislative history and regulations pertinent to intermittent and reduced schedule leave, as well as select case law. To give workers not just the time but also the flexibility to balance the demands of work and family, the FMLA allows workers to take leave on an intermittent basis (e.g., a few hours per week to attend a standing medical appointment) or on a reduced work schedule (e.g., working a three-day week while recovering from cancer). Generally, intermittent leave or reduced schedule leave is provided when medically necessary for an employee’s own serious health condition or for caretaking of certain family members with serious health conditions. In such circumstances, an employee need not obtain the prior approval of his or her employer to take such leave. By contrast, intermittent leave or a reduced schedule leave may be used for care related to the birth/adoption/foster care of a child only if the employer gives prior approval for such arrangements