Are flexible work arrangements right for your Red Bank business?
Several Monmouth County employers, including Saint Barnabas Health Care System in Oceanport, and Move For Hunger in Neptune, are included in Flexjobs’ list of the Best 100 New Jersey Companies for Flexible Jobs.
According to a 2015 survey by WorldatWork and Flexjobs, 80 percent of businesses report that they offer flexible work arrangements to employees. The statistics aren’t surprising given that workplace flexibility can be beneficial to both employers and employees. While workers report that flexibility helps maintain a work/life balance, it is shown to have a positive impact on employee recruitment, productivity, absenteeism rates, and retention.
Benefits of flexible work arrangements
In essence, flexible work arrangements allow employees to have greater input regarding when, where, and how work is done. Examples include 4-day work weeks, flextime, and job sharing. Telecommuting is one of the most popular arrangements with 3.7 million employees currently working from home at least half the time, according to GlobalWorkplaceAnalytics.com. The figure represents a 103 percent increase since 2005.
While New Jersey law requires paid family leave and many municipalities have adopted paid sick leave ordinances, flexible work arrangements are completely voluntary. Nonetheless, businesses that do implement workplace flexibility policies must comply with state and federal employment laws, including the Americans with Disabilities Act, the Equal Pay Act, the Pregnancy Discrimination Act, Title VII of the Civil Rights Act of 1964, and the Family and Medical Leave Act.
In addition, stereotypes about employees that rely on flexible work arrangements can also lead to potential discrimination or other unlawful conduct claims. Examples include assuming that female workers with flexible work schedules are less committed to their jobs than full-time employees, or assuming that male workers do not, or should not, have significant caregiving responsibilities that require flexibility.
Potential workplace flexibility issues to address
Given the potential pitfalls, ad hoc flexible work options can do more harm than good. However, Flexjobs found that 64 percent have no formal policies in place. For businesses that allow workplace flexibility, it is imperative to have policies and procedures in place. Issues to address include:
The job functions and positions that are eligible for flexible work arrangements;
The factors to be evaluated in deciding an employee’s request for a flexible work arrangement;
The specific options available, i.e. number of days/hours the employee may telecommute, potential work shifts, and compressed workweek schedules.
The timekeeping/recordkeeping requirements;
The provision of office equipment and technology for home offices;
The criteria against which workers taking advantage of flexible work schedules will be measured and held accountable.
Additionally, it is often advisable that any approved flexible work arrangement start as a “pilot program,” which is then reevaluated after several weeks to determine if the company and worker’s needs are being satisfied.
Does Your Homeowners Insurance Provide Adequate Coverage?
Your home is likely your greatest asset, which is why it is so important to adequately protect it. Homeowners insurance protects you from the financial costs of unforeseen losses, such as theft, fire, and natural disasters, by helping you rebuild and replace possessions that were lost While the definition of “adequate” coverage depends upon a […]
Understanding the Importance of a Non-Contingent Offer
Making a non-contingent offer can dramatically increase your chances of securing a real estate transaction, particularly in competitive markets like New York City. However, buyers should understand that waiving contingencies, including those related to financing, or appraisals, also comes with significant risks. Determining your best strategy requires careful analysis of the property, the market, and […]
Fred D. Zemel Appointed Chair of Strategic Planning at Scarinci & Hollenbeck, LLC
Business Transactional Attorney Zemel to Spearhead Strategic Initiatives for Continued Growth and Innovation Little Falls, NJ – February 21, 2025 – Scarinci & Hollenbeck, LLC is pleased to announce that Partner Fred D. Zemel has been named Chair of the firm’s Strategic Planning Committee. In this role, Mr. Zemel will lead the committee in identifying, […]
Novation Agreement Process: Step-by-Step Guide for Businesses
Big changes sometimes occur during the life cycle of a contract. Cancelling a contract outright can be bad for your reputation and your bottom line. Businesses need to know how to best address a change in circumstances, while also protecting their legal rights. One option is to transfer the “benefits and the burdens” of a […]
What Is a Trade Secret? Key Elements and Legal Protections Explained
What is a trade secret and why you you protect them? Technology has made trade secret theft even easier and more prevalent. In fact, businesses lose billions of dollars every year due to trade secret theft committed by employees, competitors, and even foreign governments. But what is a trade secret? And how do you protect […]
What Is Title Insurance? Safeguarding Against Title Defects
If you are considering the purchase of a property, you may wonder — what is title insurance, do I need it, and why do I need it? Even seasoned property owners may question if the added expense and extra paperwork is really necessary, especially considering that people and entities insured by title insurance make fewer […]
No Aspect of the advertisement has been approved by the Supreme Court. Results may vary depending on your particular facts and legal circumstances.
Sign up to get the latest from our attorneys!
Explore What Matters Most to You.
Consider subscribing to our Firm Insights mailing list by clicking the button below so you can keep up to date with the firm`s latest articles covering various legal topics.
Stay informed and inspired with the latest updates, insights, and events from Scarinci Hollenbeck. Our resource library provides valuable content across a range of categories to keep you connected and ahead of the curve.
Are Flexible Work Arrangements Right for Your Red Bank Business?
Author: Scarinci Hollenbeck, LLC
Are flexible work arrangements right for your Red Bank business?
Several Monmouth County employers, including Saint Barnabas Health Care System in Oceanport, and Move For Hunger in Neptune, are included in Flexjobs’ list of the Best 100 New Jersey Companies for Flexible Jobs.
According to a 2015 survey by WorldatWork and Flexjobs, 80 percent of businesses report that they offer flexible work arrangements to employees. The statistics aren’t surprising given that workplace flexibility can be beneficial to both employers and employees. While workers report that flexibility helps maintain a work/life balance, it is shown to have a positive impact on employee recruitment, productivity, absenteeism rates, and retention.
Benefits of flexible work arrangements
In essence, flexible work arrangements allow employees to have greater input regarding when, where, and how work is done. Examples include 4-day work weeks, flextime, and job sharing. Telecommuting is one of the most popular arrangements with 3.7 million employees currently working from home at least half the time, according to GlobalWorkplaceAnalytics.com. The figure represents a 103 percent increase since 2005.
While New Jersey law requires paid family leave and many municipalities have adopted paid sick leave ordinances, flexible work arrangements are completely voluntary. Nonetheless, businesses that do implement workplace flexibility policies must comply with state and federal employment laws, including the Americans with Disabilities Act, the Equal Pay Act, the Pregnancy Discrimination Act, Title VII of the Civil Rights Act of 1964, and the Family and Medical Leave Act.
In addition, stereotypes about employees that rely on flexible work arrangements can also lead to potential discrimination or other unlawful conduct claims. Examples include assuming that female workers with flexible work schedules are less committed to their jobs than full-time employees, or assuming that male workers do not, or should not, have significant caregiving responsibilities that require flexibility.
Potential workplace flexibility issues to address
Given the potential pitfalls, ad hoc flexible work options can do more harm than good. However, Flexjobs found that 64 percent have no formal policies in place. For businesses that allow workplace flexibility, it is imperative to have policies and procedures in place. Issues to address include:
The job functions and positions that are eligible for flexible work arrangements;
The factors to be evaluated in deciding an employee’s request for a flexible work arrangement;
The specific options available, i.e. number of days/hours the employee may telecommute, potential work shifts, and compressed workweek schedules.
The timekeeping/recordkeeping requirements;
The provision of office equipment and technology for home offices;
The criteria against which workers taking advantage of flexible work schedules will be measured and held accountable.
Additionally, it is often advisable that any approved flexible work arrangement start as a “pilot program,” which is then reevaluated after several weeks to determine if the company and worker’s needs are being satisfied.
Let`s get in touch!
Sign up to get the latest from the Scarinci Hollenbeck, LLC attorneys!
