27:) empowers an employee to choose what time they begin to work, where to work, and when they will stop work. The idea is to help manage work-life balance and benefits of FWA can include reduced employee stress and increased overall job satisfaction. On the contrary, some refrain from using their FWA as they fear the lack of visibility can negatively affect their career. Overall, this type of arrangement has a positive effect on incompatible work/family responsibilities, which can be seen as work affecting family responsibilities or family affecting work responsibilities. FWA is also helpful to those who have a medical condition or an intensive care-giving responsibility, where without FWA, part-time work would be the only option.
286:
Workflex in the 21st
Century Act: Allows employers to choose to offer employers a given number of paid days leave and FWAs. Employers who choose to do this would be rewarded via exemption from local and state bank days. This bill has some controversy as critics feel it would transfer more employee
198:
FWA tend to favour those in full-time, salaried positions and male-dominated workplaces or industries. While in the male-dominated workplace, there seems to be equitable access, in female-dominated workplaces, both the women and men are less likely to have schedule control. It is argued this is due
190:). Given the competing forces working-women face between their jobs and home, FWA are made very appealing. FWA also has the ability to encourage men to play a care-giving role as they have equal access to the program. Over the past few years, more women than men using FWA (58% compared with 42%).
290:
Working
Families Flexibility Act of 2017 : Enhancement to the Working Families Flexibility Act of 2015 by adding a 'time off in lieu' amendment. Critics feel flexibility would be substitute compensation, which comes at the employees
43:. It was first implemented by the German aerospace firm Messarschmilt-Boklow-Blohm in 1967. It was not until the 1970s that FWA practices were first implemented in Canada, the United Kingdom, and the United States.
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Schedules That Work Act and
Flexibility for Working Families Act of 2017: These acts would give people the right to request FWA. This includes the right to alter schedule, hours, and work location.
757:
127:
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396:
Kim, H; Gong, Y (2017). "Effects of work-family and family-work conflicts on flexible work arrangements demand: A gender role perspective".
442:
329:
Leslie, L; Manchester, C; Park, T; Mehng, S (December 2012). "Flexible Work
Practices: A Source of Career Premiums or Penalties?".
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207:-Based on the access considerations, it is argued that the group whom most needs FWA, may not be able to get access to it.
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All employees are eligible to flexible working should they have the same employer from day one of their employment
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theory, society places different roles on women and men simply based on their biological sex (
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to female-dominated workplaces having low-paying roles and unfavourable working conditions.
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Mothers and daughters of invention : notes for a revised history of technology
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and can assist in maintaining a women's labour market position after giving birth.
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In 2010, the government passed the
Telework Enhancement Act for Federal employees.
690:"'Women's work penalty' in access to flexible working arrangements across Europe"
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221:(2017), which seeks to identify why an employer may reject a request for a FWA.
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758:"Backgrounder: Flexible work arrangements and modernizing labour standards"
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210:-FWA is important as it is attributed as a variable to help close the
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Ko, E; Kim, S (2018). "Intention to use flexible work arrangements".
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increasing the conflict between work and personal responsibilities
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Under the contracts of employment and working hours legislation:
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Flexible Work
Arrangements: Transforming the Way Canadians Work
153:
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All employees have the right to make a statutory application
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Overall, FWA are an employer/Employee (or union) agreement
224:-Flexibility can be seen as a substitute as compensation.
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As of 2017, the following FWA bills have been proposed:
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Those where the only other option is to work part-time.
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to give federal employees the right to ask for a FWA.
472:. New Brunswick, N.J.: Rutgers University Press.
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832:"Flexible Schedules | U.S. Department of Labor"
168:Decrease or damage to workplace communications
159:Key personnel may not be available when needed
500:: CS1 maint: multiple names: authors list (
443:"Flexible work arrangements: What was heard"
217:-Further research is being conducted by the
154:Arguments against flexible work arrangements
358:Journal of Organizational Change Management
504:) CS1 maint: numeric names: authors list (
35:The concept was first proposed in 1960 by
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554:(Report). The Conference Board of Canada.
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39:, a German management consultant in
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124:Improved Physical and Mantel Energy
47:Types of flexible work arrangements
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331:The Academy of Management Journal
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73:Voluntary reduction of work hours
304:Fair Labor Standards Act of 1938
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245:(Bill C-63): Amendments made to
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637:"Flexible working arrangements"
468:Stanley, Autumn, 1933- (1995).
132:Those with family obligations
94:Increased employee productivity
738:1 Million for Work Flexibility
641:The Pursuit of Gender Equality
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1:
410:10.1080/09585192.2016.1164217
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287:control over to the employer.
252:No private sector legislation
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649:10.1787/9789264281318-21-en
10:
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732:Plumb, Emma (2016-11-10).
576:Flexible work arrangements
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550:Maclean, Kathryn (2018).
370:10.1108/JOCM-01-2018-0001
239:Budget Implementation Act
232:
21:flexible work arrangement
707:10.1177/0959680117752829
16:Type of work arrangement
688:Chung, Heejung (2019).
302:Not spelled out in the
121:Creativity Work Mindset
97:Increased morale/buy-in
247:the Canada Labour Code
53:Flexible working hours
343:10.5465/amj.2010.0651
194:Access considerations
113:less employee payment
762:Government of Canada
447:Government of Canada
70:Phased-in retirement
585:10.6027/anp2018-780
219:European Commission
203:Policy implications
188:gender-stereotyping
63:Compressed workweek
867:Working conditions
787:"Flexible Working"
345:– via JSTOR.
178:Gender role theory
110:Increased turnover
404:(20): 2936–2956.
128:Work/life balance
37:Christel Kammerer
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67:Compressed days
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808:"Telework.gov"
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862:Working time
839:. Retrieved
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700:(1): 23–40.
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41:West Germany
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836:www.dol.gov
243:2017, No. 2
184:gender role
102:Absenteeism
77:Job sharing
58:Remote work
856:Categories
841:2019-11-13
817:2019-11-13
792:4 November
743:2019-11-13
672:2021-11-15
536:2019-11-08
479:0813521971
453:28 October
313:References
140:elder care
117:Employee:
100:Decreased
90:Employer:
716:0959-6801
667:211257789
621:ignored (
611:cite book
603:150174721
496:cite book
418:156968280
378:150057950
136:Childcare
734:"Policy"
488:31782818
291:expense.
31:History
768:28 Oct
714:
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233:Canada
663:S2CID
599:S2CID
414:S2CID
374:S2CID
794:2019
770:2019
712:ISSN
653:ISBN
623:help
589:ISBN
506:link
502:link
484:OCLC
474:ISBN
455:2019
104:and
702:doi
645:doi
581:doi
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366:doi
339:doi
138:or
25:FWA
858::
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Text is available under the Creative Commons Attribution-ShareAlike License. Additional terms may apply.