Alternative Work Arrangements

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Chapter 14: Alternative Work Arrangements
Please read this Case Study and Evaluate options. Should the availability of alternative work arrangements for private sector employees in the United States be mandated by law? Why or Why not? Explain your answer. No; because it should be employees choice if they want to work for an employer that has alternative work arrangements in their organization. Alternative work arrangements programs or guarantee employee participation in established programs, implementation and usage of alternative work arrangements programs depends upon management support and leadership. Alternative work arrangements can generate beneficial outcomes, particularly for employers, such as “increased employee retention, loyalty and morale; higher productivity; improved recruiting of highly qualified workers; decreased employee tardiness and unscheduled absences; and maximum used of facilities and equipment. And on balance, the positives seem to outweigh the negatives. Organizations that offer flexible working arrangements are, and will continue to be, employers of choice. Employees consistently rank flexible schedules high on their list of desired benefits; employers who are reluctant to offer these popular perks will find themselves falling short in the bidding wars for talent. Many nations have experimented successfully with various flexible work programs, and in some countries laws have been enacted to make alternative work arrangements more accessible to employees. The United States Congress has not enacted such legislation for the private sector; it has taken an important step in supporting alternative work arrangements for federal government employees. The Telework Enhancement Act of 2010 was passed by both house of Congress and signed into law by President Barack Obama in 2010. The Act provides a framework for agencies to better leverage technology and to maximize the use of flexible work arrangements. This will aid in recruiting new Federal...
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