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. FWAs provide:

• Flexibility in the scheduling of hours worked, such as alternative work schedules (e.g., non-traditional start and end times, flex time, or compressed workweeks) and arrangements regarding overtime, predictable scheduling, and shift and break schedules;
• Flexibility in the amount of hours worked, such as part time work, job shares, phased retirement or part year work; and
• Flexibility in the place of work, such as working at home, at a satellite location or at different locations.

Background:

• Definition and Examples of Flexible Work Arrangements
• Facts on Flexible Work Arrangements
• Flexible Work Arrangements:  An Overview Memo
• Flexible Work Arrangements:  Selected Case Studies
• Legal and Research Summary Sheet: Phased Retirement
• The National Labor Relations Act and Flexible Work Arrangements

Policy Models:

• Policy Models for an Enforceable Right to Ask for Flexible Work
  Arrangements
  • Comparative Chart of "Right to Ask" Laws in the U.S. and
    Abroad “Right to Ask” Laws in the U.S. and Abroad
  • The United Kingdom Flexible Working Act (Memo)
  • The New South Wales Carers’ Responsibilities Act (Memo)
  • Title VII and Flexible Work Arrangements to Accommodate
    Religious Practice and Belief (Chart)
• The Federal Employees Flexible and Compressed Work Schedules
  Act (FEFCWA) (Memo)
• Telecommuting – A Case Study in Policy Approaches (Memo)
• Examples of State Flexible Work Arrangements (FWA) Laws (Chart)