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Responsive Workplaces: The Business Case for Employment that Values Fairness and Families |
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From Center for Law and Social Policy: More and more, working parents have dual -- and dueling -- responsibilities on the job and at home. Often, such measures have benefited the employers, too, demonstrating that businesses can do well by doing good. Some employers have adapted and made their workplaces responsive to working parents. Flexible scheduling that considers employee preference and paid time off, for example, have helped those who constantly juggle work and home. Often, such measures have benefited the employers, too, demonstrating that businesses can do well by doing good. A business case for work/life balance is important, because commerce is not built on altruism. Further, outmoded assumptions -- that low-wage workers are expendable, for example, despite research showing the significant costs of losing and replacing these workers --are hard to change. Because the United States has not set a minimum standard for work leave, private employers determine whether and to what extent employees receive paid leave for illness or for parental, vacation, or personal time.
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