Flexible Work Options: Leaves of AbsenceStatistic # 381The Conference Board Survey of older workers found that 13 percent of those who had planned to retire in the next five years states that a sabbatical would keep them from retiring. (p.35) Parkinson, D. (2002). Voices of experience: Mature workers in the future workforce. "Anticipating the impact of demographic trends on businesses, The Conference Board has been engaged in research examining the aging population, health care for retired employees, and the opportunities and constraints of employing older workers. The Board convened the Engaging Mature Workers Working Group in September 2000 to address the challenge of maintaining a productive workforce in an aging society. HR executives representing corporate staffing, benefits administration, and diversity management functions at 15 leading companies are lending their expertise to developing business strategies that maximize the talents of mature workers." |
Flexible Work Options: Leaves of AbsenceStatistic # 1661Among employers participating in a 2007 national study, 30.5% reported that most/all of their full-time employees have the option of taking extended leave for caregiving. (p.16) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Flexible Work Options: Leaves of AbsenceStatistic # 1657The option of taking sabbaticals or career breaks is offered to most/all full-time employees at 16.0% of organizations participating in a 2007 national study. (p. 16) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. |
Flexible Work Options: Leaves of AbsenceStatistic # 1563Respondants to the National Study of Employers indicate that leaves of absence are available to some or all employees for moderate or longer term "for medical reasons, to fulfill family caregiving responsibilities, to pursue education and training (including sabbaticals), or to engage in community service initiatives." For example, 83% offer time off for education to at least some of their employees, and 55% over this option to all or most employees.  Pitt-Catsouphes, M., & Smyer, M. A. (2006). One size doesn't fit all: Workplace flexibility (Issue Brief No. 05). "This Issue Brief discusses opportunities to create flexible workplaces by restructuring jobs and redesigning work." |
Flexible Work Options: Leaves of AbsenceStatistic # 1123The National Study of Employers, which surveyed workplaces with 100 or more employees, found that in 2005, the average maximum job-guaranteed leave for employees to take care for seriously ill family members was 14.7 weeks as compared to 1998 which was 13.5 weeks. (Table 6, p. 11) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Flexible Work Options: Leaves of AbsenceStatistic # 1122The National Study of Employers, found that “although small employers are equally likely (or “unlikely” if you will) to offer any replacement pay to men during paternity leave, they are significantly less likely (36%) than large employers (66%) to offer any replacement pay to women during disability leave, and a small percent (7%) offer pay beyond the period of disability.” (p. 12) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Flexible Work Options: Leaves of AbsenceStatistic # 1085The National Study of Employers, which surveyed workplaces with 50 or more employees, found that 49% of employers allow some employees to take sabbaticals paid or unpaid of 6 months or more and return to a comparable job in comparison to 28% of employers that allow all or most employees to take sabbaticals paid or unpaid of 6 months or more and return to a comparable job. (Table 3, p.6) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Flexible Work Options: Leaves of AbsenceStatistic # 1083The National Study of Employers, which surveyed workplaces with 50 or more employees, found that 77% of employers allow some employees to take time off for important personal and family needs without loss of pay in comparison to 60% of employers that allow all or most employees to take time off for important personal and family needs without loss of pay. (Table 3, p.6) Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse “Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.” |
Flexible Work Options: Leaves of AbsenceStatistic # 787According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 13% of HR professionals reported their organization offered "employee leave sharing (employees donate leave time that can be used by others facing eldercare issues)," 85% of HR professionals reported their organization did not offer the benefit, and 1% of HR professionals reported their employer planned to offer the benefit in the next 12 months. (Table 1, p.3) Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M. “In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “ |
Flexible Work Options: Leaves of AbsenceStatistic # 781According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), 72% of HR professionals reported their organization offered "leave without pay options for eldercare reasons," while 28% of respondents reported their organization did not offer the benefit. (Table 1, p.3) Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M. “In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “ |
Flexible Work Options: Leaves of AbsenceStatistic # 1854In a 2007 survey of employees, 46% of Mature workers said a "Full-time job with extended time off as needed for personal reasons" is appealing. In comparison, 56% of Baby Boomers, 59% of Generation X workers, and 53% of Generation Y workers agreed. (Fig. 07, p. 12) Generations are defined as: Generation Y = adults whose birth year falls between 1980 and 1988; Generation X = 1965 and 1979; Baby Boomer = 1946 and 1964; Mature = 1900 and 1945. Ranstad Work Solutions. (2007). The world of work 2007. Rochester, NY: Harris Interactive, Inc. Retrieved January 24, 2008 from http://www.us.randstad.com/the%20world%20of%20work%202007.pdf The findings in this report are based on 3,139 interviews conducted online by Harris Interactive in 2007. Among these are 1,251 employers and 1,888 employees in the United States. The sample for employees consisted of U.S. residents who are 18 years of age or older who are currently employed fulltime or self-employed in a company with at least five employees. For employers, the sample consisted of U.S. business professionals who are 18 years of age or older and who make strategic Human Resources decisions or strongly influence those decisions and have been doing so for at least six months...and who were employed in an organization with at least five employees. |