Different nations have come up with different work programs and policies that support alternative work programs. In the United States, there is the Tele-work enhancement Act of 2010 passed in to law by President Barrack. The act provides a blueprint on how to improve technology that will enable incorporation and assimilation of alternating work programs. The main objective of this program is retaining the high qualified persons, retaining valuable, and employees with great talents (Sukal, 2010). Through the Tele-work act, entails well formulated and implemented Tele-work programs that permits the federal agencies to achieve their objectives and also enables employees to improve their work and social life. In particular, this Act allows improvement
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Drawing blood, baking a cake, or repairing a blown motor prepares you to gain success in what you are passionate about, while reading and writing is essential in progressing in society too. We can not depend on ELA or STEM single-handedly to prepare us for the obstacles we are about to look toward in life but when they are utilized together, life won’t be so stressful.
Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.
The Personal Responsibility Work and Opportunity Act was a bill that was passed into law in 1996. This law created a new program called Temporary Assistance to Needy Families (TANF). The changes in the TANF program were significantly different than the Aid to Families with Dependent Children (AFDC) program. The TANF program became a part of the national welfare reform which puts a stop to women with children being entitled to an endless amount of cash benefits. Welfare reform was part of President Bill Clinton and his campaign’s “promise to end welfare as we know it” (Gilbert and Terrell 2013 p.74). The sponsor of this bill was a Republican representative for Ohio’s 12th Congressional district and his name was John Kasich (https://www.govtrack.us/congress/bills/104/hr3734).
Changes in the demographic characteristics and lifestyles of the workforce are occurring at a time when businesses are also in a state of flux. Global competitive pressures and the push toward greater productivity have resulted in a number of organizational changes that increase the appeal of alternative work arrangements.
Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.
Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.
Work and its role in society has become the subject of considerable public commentary and debate in recent years. Work, for many Americans, has changed significantly over the past 25 years. Some people believe that the world of work is changing so thoroughly and quickly that we should consider ourselves pioneers of a new historical era. Some say that the idea of a job has become antiquated.
The purpose of this brief is to determine wether to establish work-at-home policy for selected employees at the Q-tel Pty Ltd. Information and communication technologies (ICT) make it possible for employees to work at home and deliver their work output to the firm by those ICT. This work arrangement is called telecommuting (Sarbu, 2015).
Recently there has been a growing request for options to telework/telecommute in various departments within the company. I recommend the Human Resource department adopt a policy that will include procedures for selection criteria, approval of planned schedule, work, or project, and managerial oversight. To meet the needs of our employees we recognize having more flexibility in work schedules will alleviate work and family conflict by adopting a policy around telecommuting (Pynes, 2014, pg 265). Having a formal policy in place will minimize any misuse of this perceived benefit and will ensure all requests are considered fairly.
Employers allow telecommuting for many reasons, including the ability to recruit better talent, decrease overhead expenses, increase productivity, expand the employee base to include those with disabilities (Anderson, Bricout & West, 2001; Lipin, 2010; Myungjung & So Hee, 2017), and to support
“This remote work may be something we should be doing more of, according to two new studies. Working from home can be good for your health and productivity. Not only did people who worked from home report greater work satisfaction and less “work exhaustion,” they also got better sleep. Separately, researchers found that the highest performing workers were the most likely to cultivate and excel in a “WFH” environment (Gregoire, 2015)”. If workers don't prefer to work at home they are more than welcome to continue working at the main workplace. The company will give each employee the opportunity to try working from home in order to have more space at the main work
The Personal Responsibility Work Opportunity Act created the Temporary Assistance to Needy Families program “to provide income support poor families with children” (Gilbert &Terrell, p.75). The intended purpose of the TANF’s initiative is to end Welfare and to cut down on social spending programs. The impact of TANF has promoted a new way of receiving public assistance and places the emphasis on self- sufficiency through employment. It also pushes the main idea of being married in efforts to decrease out of wedlock births. The primary social problem that this act attempts to address is poverty. Its focus points are getting people to obtain employment with the hopes that once employment is obtained it will reduce the amount of families in poverty.
Do you always feel like you are rushed for time? Working your whole day away and never having time to yourself? Do you wish you could set your own schedule each week? Well, the time has come where many companies human resources departments have changed their ways of thinking about the 40 hour work week. Many human resource departments have now began giving their employees a more flexible work schedule as long as their work is being completed.
In 1998, Congress passed the IRS Reconstructing and Reform Act after hearings held by Congress in 1996 and 1997. There were many changes to the Internal Revenue Code of 1986. Relating to individuals, the act states that people who fail to provide their taxpayer identification numbers are not allowed to take the earned income credit for the year in which the failure occurs. Individuals can deduct interest expense paid on certain student loans. Also the exclusion, from income, of gain on the sale of a principal residence is prorated for certain taxpayers. And the use of a continuous levy must be specifically approved by the IRS before the levy is effective.
Yet even though I work in Information Technology (IT) and utilize tools that enable one to work from outside of the office, detached from a desk, and way from subordinates and boss’s, my organization does not allow this. They use these tools as an avenue to enable individuals to work from home after work or on weekends and holidays. Reading this it may sound like the military is an unfair work place forcing members long hours, but I have no right to complain, as I volunteered and chose this life. But for the purposes of the assignment, I will look into, and examine the issue of companies using IT to extend work into employees’ home lives, and if doing so is based on ethical and moral grounds, or if it is