Flexibility is the basic idea behind alternate work arrangements. The biggest hurdle with flexible work arrangements is ensuring that it does not disrupt communication. "Alternative Work Arrangements," Annual Review of Economics, vol 12(1), pages 631-658. The percentage of workers engaged in alternative work arrangements – defined as temporary help agency workers, on-call workers, contract workers, and independent contractors or freelancers – rose from 10.7 percent in February 2005 to 15.8 percent in late 2015. The most common variation of the compressed work week is the so-called 4/10, in which employees work four 10-hour days instead of five 8-hour days. Alternative work arrangements approved by Employee Relations do not include any reasonable accommodations provided through the Office of Equity, which are separate from this policy. Some arrangements, such as flexible scheduling, telework, and part-time schedules, are often described as ways to improve work-life balance, and perhaps reduce gender disparities in wages and labor force participation. A combination of the enumerated work arrangements or other work arrangements applicable to the agency, … By allowing the flexibility of alternative work arrangements, you help to develop commitment to your organization. Various alternative work arrangements exist for use in businesses and other types of organizations; included among the options are compressed work weeks, flexible work schedules, telecommuting, and job sharing. Managing Alternative Work Arrangements For all employees, especially those whose work cannot easily be done remotely (including hourly, limited work off site, and student workers), managers and employees should work together to develop a telework work plan to complete special assignments, projects, job-related reading, or training. Broadly speaking, an alternate work arrangement is any scheduling pattern that deviates from the traditional Monday-through-Friday, 9-to-5 work week. Alternative work arrangements and perceived career success: Current evidence from the big four W rms in the US Eric N. Johnson a, ¤ , D. Jordan Lowe b , Philip M.J. Reckers c If the alternative work site arrangement is approved, you will work together with the employee to complete an Alternative Work site Agreement and document any other alternate work arrangements. Watch out for the legal number of breaks per working hours/day. Many jobs have irregular schedules, whereby Back to Table of Contents It also highlights several descriptive facts. All Rights Reserved. Permanent part-time arrangements: The hours in these arrangements usually vary from 20 to 29 hours per week, with employees sometimes given the right to decide which days they work and how long they work on those days. A: Alternative work arrangements are work arrangements that include flexible work schedules, job sharing of one position between several employees and having a regular work location at a place other than a campus work site. Government agencies can adopt alternative work arrangements while the country is placed under a state of public health emergency due to the coronavirus disease 2019 (Covid-19) pandemic. The alternative work arrangements shall subsist for the period of March 16 – April 14, 2020 or until such time the Community Quarantine has been lifted over Metro Manila and other local government units wherein quarantine has been declared. Depending on the employer, this can be a permanent option, or, for a certain number of days per week. In the most extreme (and rarest) form, employees decide for themselves not only when they work, but also for how long. Financial support from NSF CAREER Grant No. 2.0 Alternative Work Arrangements Government agencies may adopt any or a combination of the following alternative work arrangements: 2.1 Work-from-Home – refers to an output-oriented work arrangement that authorizes the worker to produce outputs/results … We all want happy and skilled employees. COVID-19: Alternative Work Arrangements. Civil Service Commission (CSC) Commissioner Aileen Lizada . Many studies have shown that flexible scheduling policies improve morale and job satisfaction, reduce absenteeism, cut down on turnover, and minimize burnout—and with no measurable decline in productivity. Alternative Work Arrangements All schools and units should provide the maximum reasonable flexibility to individuals who request individualized remote or alternative work arrangements (which include scheduling and density arrangements described in a school’s or unit’s Return to Campus plan) due to the negative impact of COVID-19. 1. It can also be uncomfortable for an employee to request a discussion with their supervisor on the topic. The business rationale behind the concept is that by making it easier for employees to deal with pressures on the home front, they’ll be more productive when they’re on the job — and less likely to jump ship if one of your competitors offers them a little more money. Salary and benefits may be prorated on the basis of what proportion of the job each worker shares. As such, we use the term alternative work arrangements to capture the variety of different manifestations of work seen in today's workplace—from high-skill freelancers who chose not to be employed in order to have greater work-life flexibility, to low-wage service workers who are on call for unpredictable work hours and barely able to make a living, to workers with long-term employment contracts but who work where … Flexible work arrangements refer to alternative arrangements or schedules other than the traditional or standard workhours, workdays and workweek. You give employees some measure of control over their work schedules, thereby making it easier for them to manage non-job-related responsibilities. The key attraction of this arrangement is that the employees may be entitled to company benefits, albeit on a prorated basis. We would like to thank Camilla Adams, Jenna Anders, Victoria Angelova, Hailey Brace, Theodore Caputi, Max Maydanchik, and Amy Tarczynski for outstanding research assistance. The effectivity and implementation of any flexible work arrangements shall be temporary in nature, subject to the prevailing conditions of the company. alternatives. Controls are in place to evaluate and monitor proper implementation of telework and compressed work hours. These alternative work arrangements can help you avoid commuting during peak times, spend more time with loved ones, tend to dependent care needs, or better balance your work/life commitments. Mechanisms are in place to allow alternative work arrangements to be implemented where they are economically and operationally feasible. ALTERNATIVE WORK ARRANGEMENT. Technology now allows employees to perform work-related tasks anywhere at any time. This approach will support the important measures of decreased density and social distancing, which are expected to continue for some time. Some alternative work arrangements are in compliance with these regulations. The age of alternative work arrangements is here. An alternative work arrangement will be permitted when it mutually serves the best interest of the university, department, management center/school, and the employee. Job-sharing: As the term implies, job-sharing means that two part-time employees share the same full-time job. Other Alternative Work Arrangements. Flexible scheduling and/or remote work also supports Vanderbilt’s commitment to environmental sustainability and the balance of employee work and personal life. In other cases, you may need to have one day or half-day each week that everyone must be in the office together, with flexible time arrangements for all other days. This article reviews the literature on workers’ preferences over these arrangements, inputs to firms’ decision to … Here are seven alternative work arrangements to consider in your career journey. Alternative work arrangements, such as flexible scheduling, working from home, and part-time work are a common and by some measures a growing feature of the US labor market.1 While these arrangements may facilitate work-life balance, they are not necessarily worker-friendly. Telecommuting is an alternative work arrangement that allows employees to work from home or other off-site locations; provided that personnel must be readily accessible during working hours and must be able to respond to directives, requests, and queries through agreed modes of communication with their immediate supervisor. Alternate work arrangements are generally grouped into the following general categories: Flextime: Flextime refers to any arrangement that gives employees options on structuring their work day or work week. Telecommuting: Telecommuting refers to any work arrangement in which employees—on a regular, predetermined basis—spend all or a portion of their work week working from home or from another non-company site. The 2020 Martin Feldstein Lecture: Journey Across a Century of Women, Summer Institute 2020 Methods Lectures: Differential Privacy for Economists, The Bulletin on Retirement and Disability, Productivity, Innovation, and Entrepreneurship, Conference on Econometrics and Mathematical Economics, Conference on Research in Income and Wealth, Improving Health Outcomes for an Aging Population, Measuring the Clinical and Economic Outcomes Associated with Delivery Systems, Retirement and Disability Research Center, The Roybal Center for Behavior Change in Health, Training Program in Aging and Health Economics, Transportation Economics in the 21st Century. MANILA – Civil Service Commission (CSC) Commissioner Aileen Lizada clarified Tuesday that the implementation of alternative work arrangements for government employees remains in effect despite the country adopting more relaxed quarantine restrictions.. Lizada's comment comes in the wake of reports the agency received … Telecommuting is a work arrangement where the employee works from home or some other location other than the office. 9 November 2020- The Civil Service Commission (CSC) has amended the guidelines on alternative work arrangements (AWA) in government to align with the community quarantine rules issued by the Inter-Agency Task Force on the Management of Emerging Infectious Diseases (IATF).. This last fact helps explain why women are not more likely to have schedule or location flexibility and seem to largely reduce hours to get more family-friendly arrangements. Agencies are required to implement precautionary measures before the resumption of normal operations. The purpose of this to… 1454476 is gratefully acknowledged. 2000912 promulgated on 14 October 2020, and circularized via CSC Memorandum Circular No. One of the most popular management concepts of recent years has been the scheduling concept known as alternate work arrangements. Work arrangements have been relatively stable over the past 20 years, work conditions vary substantially with education, and jobs with schedule or location flexibility are less family-friendly on average. In theory, alternate work arrangements offer a win-win situation. 18, … This article reviews the literature on workers’ preferences over these arrangements, inputs to … It helps employees improve their work-life balance. Alternative work arrangements, defined both by working conditions and by workers’ relationship to their employers, are heterogeneous and common in the U.S. Working from home has emerged as one of the primary alternative work arrangements utilized by employers, with physical offices only manned … One of the most popular management concepts of recent years has been the scheduling concept known as alternate work arrangements. Apart from the obvious consideration (both people need to be qualified for the job), a successful job-sharing arrangement assumes that the employees sharing the job can work together harmoniously to make the arrangement work. There are a number of reasons why alternative work arrangements are of interest to economists and policymakers. Process for Requesting and Implementing Alternative Work Arrangements. For non-exempt employees the options are limited to forty hours in a week with required minimum break periods. Flexibility is the basic idea behind alternate work arrangements. Employers are more willing to accommodate the needs of employees and many have even established alternative work arrangement policies. Alternative work arrangements can help with employee retention. Alexandre Mas & Amanda Pallais, 2020. Under CSC Resolution No. This study utilizes recent waves of the General Social Survey to explore job satisfaction for workers in disaggregated alternative work arrangements, while controlling for both occupation and gender. Considering new ways of managing employees and structuring work can be intimidating. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research. Under Memorandum Circular No. The Chancellor or cognizant Vice Chancellor will inform campus leaders of the process and the date by which they may request an alternative work arrangement for the Fall 2020 academic semester in … Alternative work arrangements, defined both by working conditions and by workers’ relationship to their employers, are heterogeneous and common in the U.S. They’re given the opportunity to choose (within certain parameters) their own starting and quitting times—as long as they work the required number of hours each day. It’s easy to overlook the ambient awareness that simply sitting in the same room (overhearing phone calls, chatting in the elevator, hearing the conversations that happen just after a meeting) creates. Be informed. Alternative Work Arrangements Buffalo State will phase in employees’ return to the workplace in stages and in a purposeful manner. More typically, though, employees working under flextime arrangements are expected to be on the job during certain core hours of the work day. A commitment to excellence is reflected in all aspects of work at Vanderbilt and Alternative Work Arrangements (AWAs) exemplify this commitment, while supporting the retention and job satisfaction of high-performing staff, who contribute greatly to departmental objectives and the mission of the university. In the traditional work environment, the employee may be unhappy with the hours he or she works and begin searching for a new job. Compressed work week: Under this arrangement, employees work the normal number of hours but complete those hours in fewer than five days. Some examples of alternative work arrangements that are in compliance with laws and policies are provided in the Appendix. Telecommuting. 7, CSC said that the following alternative work arrangements are set to last for the duration of the public health emergency:-Four-day workweek. The process needs to be carefully thought out, but it has huge rewards when implemented correctly. Business Efficiency For Dummies Cheat Sheet, Seven Steps to Efficient Change Management, Five Steps to Increasing Business Efficiency. In addition to working papers, the NBER disseminates affiliates’ latest findings through a range of free periodicals — the NBER Reporter, the NBER Digest, the Bulletin on Retirement and Disability, and the Bulletin on Health — as well as online conference reports, video lectures, and interviews. The extent to which individual responses to household surveys are protected from discovery by outside parties depends... © 2020 National Bureau of Economic Research. Alternative work arrangements, defined both by working conditions and by workers’ relationship to their employers, are heterogeneous and common in the United States. Alternative work arrangements are considered on a case-by-case basis and may result in the following: Flexible Work Schedule (Flextime) Compressed Work Week; Reduced Schedule (Part-Time) Job Sharing; Multiple Concurrent Jobs; CASEworks (telecommuting) (exempt employees only) Broadly speaking, an alternate work arrangement is any scheduling pattern that deviates from the traditional Monday-through-Friday, 9-to-5 work week. The study finds that female workers who are independent contractors and self-employed are more satisfied with their jobs than those in regular salaried jobs, even those in nonprofessional … This article reviews the literature on workers’ preferences over these arrangements, inputs to firms’ decision to offer them, and the impact of regulation. 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