1. When Work Works: It’s Time to Apply for the 2016 Awards!
2. It’s Time to Speak Up: Why you need to get involved in improving work for all Oregonians – and how to do that
3. Paid Sick Time in Oregon: The New Law
4. Paid Family Leave: What does a good paid family leave program look like?
5. Awesome Articles: Thought-provoking reads on equal pay audits, flexibility in manufacturing, and subsidized child care

When Work Works:It’s Time to Apply for the 2016 Awards

The When Work Works Award acknowledges those employers who are making workplace flexibility part of their workplace policies and cultures. These employers have created effective, bold, and flexible workplaces and they are proving that flexible workplace practices can be effective in organizations of all types and sizes.

Family Forward Oregon partners with the folks at When Work Works to bring this award to Oregon because we believe in rewarding flexible employers for their commitment to a way of working that really works for today’s families. And also, by highlighting the flexible workplaces in our midst, we hope to inspire others to follow suit. Being flexible isn’t just possible, it’s happening!

The When Work Works (WWW) Award provides a unique opportunity to showcase effective and flexible workplace strategies. When you apply for this award, you join a movement to build forward-thinking, flexible, family-friendly workplaces.

You can find more information about When Work Works here. Applications for the 2016 award open today Monday, August 17^th.  

It’s Time to Speak Up!

When employers speak, people listen — especially our lawmakers. All of the workers in Oregon who don’t have access to basic workplace policies like paid sick time, predictable schedules, flexibility, or fair pay NEED you to speak up for policy change.

As an employer, you have more power than you might think to educate others about the importance of building people-friendly, equitable workplaces. You are uniquely able to talk about your efforts and successes in building workplaces that embrace the reality that most workers have ongoing family responsibilities — sharing how such practices help, not hurt, your bottom line.

Here’s what Michelle Carver, a Vice President at gDiapers, has to say about testifying in support of paid sick time this past winter in the Oregon legislature:

Last February, I testified in our state legislature about the importance of passing a statewide paid sick time law that would ensure all working Oregonians have the right to accrue and use paid sick time where they work. 

I had never testified before, so I was a bit nervous.  But the experience turned out to be empowering, liberating, and extremely educational.  I actually felt like my voice was being heard — that as an individual I had the power to say something that sparked a new way of thinking among the people who are creating our laws. 

And I definitely took notice of that fact that almost all of the business leaders speaking at the hearing were men who opposed paid sick time.  Not only was I able to speak up as a supportive employer – but my voice as a woman from the employer perspective was unique and important.

I heard that in the overflow rooms (where people were allowed to make noise) people erupted in cheers when I was finished.  For so many people, the idea of an employer that supports their right to earn paid sick time is a dream, not a reality.

That’s why more of us need to speak up.

Better yet, here’s the short video of Michelle’s testimony.

How can you speak up? Here are a few ways to get started:

1. Share the story of your workplace. We can create a one-paragraph, one-page, one-image, or short video version that tells a story about how your workplace honors workers and how that affects you as an organization. We can both share it on social media, post it on our websites, etc.
2. Highlight your good business policies in print or broadcast media. Our terrific partner, the Main Street Alliance of Oregon, has media opportunities and is always interested in connecting with new employers. Contact Iris Hodge at iris@mainstreetalliance.org.
3. Host or attend a mixer with your legislator and other business or non-profit employers. The Main Street Alliance is coordinating informal gatherings – if you’re interested, contact Iris Hodge at iris@mainstreetalliance.org.
4. Attend an advocacy training for employers. Learn how to talk to legislators, write letters to the editor, be a media spokesperson, or testify at public hearings. Date TBD – but let me know if you are interested and we’ll keep you informed.

I hope you’ll consider getting involved. You really can make a difference, and the people of Oregon need you to speak up. Please be in touch and we can work together to figure out a first step for you. You can reach me at sharon@familyforward.org or 503.928.6789.

Paid Sick Time in Oregon: The New Law

One of the major accomplishments of this year’s legislative session was the passing of a paid sick time standard in Oregon. This law will ensure that workers across the state have access to at least a minimum of paid time off should they become sick, or need to care for a sick loved one. The law goes into effect on January 1, 2016.

Questions about the details of the law? Click here for an detailed overview (PDF).

Ask Family Forward | Paid Family Leave

Q: What does a good paid family leave program look like?

A: We’ve been getting asked this question a lot lately. Of course, there’s no single “right” answer – but we do think there are some key principles to keep in mind when creating a program at your workplace:

1. Be inclusive: Build a policy that includes all of your employees. If you only offer paid family leave to upper management, it will breed resentment instead of buy-in and support.
2. Define “family” broadly: The most successful policies cover not only maternity leave, but also cover other family obligations, like when an employee needs time to care for a dying parent, or a sick child, or a sibling, or…. yes, the list goes on. Ideally, a paid family leave policy will allow workers to identify their own important family members, including chosen (non-biological) family. It should also be available when workers are adopting a child or becoming a foster parent. And finally, it must be available to men as well as women. A broad policy will ensure that everyone is included, and also ensures that it won’t be seen as an unfair “perk” for mothers.
3. Make it as long as possible: Some employers are able to offer up to six months of paid leave. Some only offer a couple weeks. More is better, if you can afford it. Most employers find that offering generous leaves pays off in the form of loyal, committed, employees.
4. Really support employees using it: As we all know, many policies exist in the employee handbook but don’t get much use. Make sure employees understand the paid family leave policy. Encourage them to use it. Make sure you encourage men to use it, not just women. Make sure your leaders use their leave when they need to. All of this will communicate that there is no stigma in using paid family leave, and that using it will not hamper their advancement or standing.

Ultimately, paid family and medical leave should be a state program, like unemployment insurance, which will reach far more people in our state and dramatically reduce the cost to individual employers. Until we pass such a law, however, employers will need to do the best they can, knowing that their actions will help retain workers, build loyalty and morale, and demonstrate to policy makers that such programs are popular and effective.

Want to talk to local employers who have implemented a paid family and medical leave program? I can connect you with some – just let me know. You can reach me at sharon@familyforward.org or 503.928.6789.

Don’t Miss These Awesome Articles

Thankfully, there is a lot being written about workplaces that work better for employees these days. Here are some of our recent favorites:

1. Workflex and Manufacturing Guide: More than a Dream by Kenneth Matos and Eve Tahmincioglu. This new resource on flexibility in manufacturing has great information and highlights the Oregon company Lensbaby. You can find it here.

2. Multnomah County audit questions equity of gender, minority wages, an Oregonian article on Multnomah County’s recent equal pay audit. Read it here.

3. This Is The Most Brilliantly Simple Idea To Spur Economic Growth Aired At Davos So Far, by Jim Edwards in Business Insider. This article explores the economic argument for subsidized child care. Read it here.

 Thanks for reading!  We hope something caught your attention — and we invite you to share it with a friend.

The post Great Ideas @ Work Newsletter | Summer 2015 appeared first on Family Forward Oregon.

• When Work Works Award Celebration | Together we honored this year’s 18 winners, shared inspiring stories, and built momentum in our community.
• Awesome Articles | It’s not just for mothers: Men and flexibility, Mature workers and flexibility, Death and flexibility, and more
• Books We Recommend | Who Works Where [And Who Cares?]
• Ask Family Forward | Doing right by pregnant employees
•  We’re on Linked In | Join our group for conversation with other flexible employers

1. WHEN WORK WORKS AWARD CELEBRATION

 On November 20^th, we gathered to honor this year’s Oregon winners of the national When Work Works workplace flexibility award (formerly called the Sloan Award for Workplace Effectiveness and Flexibility). This year’s 18 winners included 11 former winners and seven new ones. At the event, representatives of five winning workplaces shared their personal experiences about creating and working in flexible environments and how it impacts the rest of their lives and their workplaces.

The event generated a lot of energy around the work-flex movement we’re building here in Oregon – as you’ll see in this great Oregonian article. You can also check out this year’s winners here and you can see see all of the Oregon winners from 2011-2014 by clicking here.

2. AWESOME ARTICLES

Every day, we come across new articles about flexibility and family-friendly policies at work.  Too often, work-flex is seen as a mom’s issue. But it’s far, far more than that! Which is why we’ve picked out a sampling of articles that show the breadth and range of flexibility – for all employees. Check out these articles on how flexibility impacts men, mature workers, and the role of death in our communities.

• For Men, Informal “Flex” Arrangements Work Best.  This article reflects on the findings of the How Men Flex study. Click here to read more.
• The Benefits of Flexible Work for Mature Workers and Their Employers. Another population that flexible working engages: older workers. See the article here.
• The Case for Work-Death Balance in Fast Company. Intriguing title, huh? Check it out here.

3. BOOKS WE RECOMMEND | WHO WORKS WHERE [and who cares?]

An organization we like that focuses on life-work fit, Life Meets Work, recently published a book about managing our increasingly mobile and dispersed workforce for performance outcomes. Here’s what you’ll learn:

Managers: It’s time to build your skills for the future of work. Work is changing, and it is no longer reasonable or appropriate to “manage by walking around.” You can’t use face time to monitor whether people are working; you need the skills to manage for performance. Your future teams will be increasingly mobile and dispersed. Successful managers will know how to get the best from these teams, how to maintain engagement, and how to build collaboration…even when people don’t see each other face-to-face everyday.

Who Works Where [and Who Cares?] will show you exactly how to do that.

Get your copy here.

5 | ASK FAMILY FORWARD | Understanding Pregnancy in the Workplace

 Ask Family Forward is a space where Family Forward will provide thoughtful, researched answers to some of your most pressing questions about workplace flexibility.  This edition’s topic is pregnancy discrimination and accommodation.  If you have a question you would like us to address in a future newsletter, please email your question to Sharon at sharon@familyforward.org.

Now, for our current topic…

What are the current laws around pregnancy and work?

With the Young v. UPS pregnancy accommodation case before the U.S. Supreme Court and a real-but-incredibly-bizarre local case (read about it here) where a pregnant employee was fired for urinating too often, it’s a perfect time to clarify current laws around pregnancy discrimination and accommodation – and make sure that your policies and practices are working well for the women you employ, even if that means doing better than the floor the law sets for you.

Understanding the laws:

There are two basic protections that pregnant women deserve: freedom from discrimination and on-the-job accommodation when needed. Discrimination is outlawed in both general sex discrimination laws and, for employers of a certain size, under the federal Pregnancy Discrimination Act. Accommodation is covered as a “temporary disability” under federal and state disability laws.

Federal laws only apply to Oregon employers with 15+ employees:

There are two laws at the federal level that protect pregnant women: the American with Disabilities Act (ADA) and the Pregnancy Discrimination Act (PDA), both of which apply to employers with 15 or more employees. The PDA was enacted in 1978 as an amendment to Title VII of the Civil Rights Act of 1964 (which didn’t include pregnant women specifically as a protected class). The basic PDA requirements are:

1. An employer may not discriminate against an employee on the basis of pregnancy, childbirth, or related medical conditions; and
2. Women affected by pregnancy, childbirth, or related medical conditions must be treated the same as other persons not so affected but similar in their ability or inability to work.

Click here to read more about the Pregnancy Discrimination Act requirements.

Oregon law applies to more employers

Oregon does not (yet) have separate laws protecting pregnant women from discrimination or requiring reasonable accommodations (as some other states and cities do).  However, there are two related laws in Oregon that apply to pregnant workers and women more broadly: 1) sex discrimination – which includes pregnancy – for all employers, and 2) disability accommodations for employers with six or more employees.

1. In our state law, pregnancy discrimination is considered sex discrimination, which is part of the state’s unlawful discrimination statute (the Oregon Fair Employment Practice Act at OR659A) and applies to all employers. Pregnancy accommodation is not required as part of discrimination law.
2. Pregnancy accommodation requirements are found in Oregon’s disability law and apply to employers with six or more employees.  This covers more employers than the federal ADA, which only applies to employers with 15 or more employees. Like federal law, pregnancy accommodations can be required under state disability law when the conditions limit one or more “major life activities.”  A list of major life activities can be found in ORS 659A.104(1)(A) and includes activities such as walking, standing, lifting, bending, sitting, operations of bodily functions, etc.  Employers covered by both state and federal laws (all those with 15 or more employees) must apply the standard most beneficial to the employee.

Please note: We are not employment lawyers. Please check with yours and the Oregon Bureau of Labor and Industry (BOLI) for official guidance.

6 | JOIN US ON LINKED IN

Family Forward is on Linked In, and our group is a great place to foster conversation with each other about flexibility.  Looking for articles, research, news, opinions? Join our group!  We’re right here.

See you there!

The post Great Ideas @ Work | Newsletter for Employers | Fall 2014 appeared first on Family Forward Oregon.

1. National Study of Employers | How are we doing on workplace flexibility?
2. Sloan Award | Twenty Oregon employers named finalists
3. Spotlight on Oregon Employers | Boly:Welch and Rose City Mortgage
4. Ask Family Forward | Why is training for managers so important for flexible organizations?
5. Awesome Articles | The hidden value of workplace flexibility + Why we need paid leave for all (including dads)
6. We’re on Linked In | Join our group for conversation with other flexible employers

1 | NATIONAL STUDY OF EMPLOYERS

2014 National Study of Employers: Every two years, the Families and Work Institute releases a report on current trends in flexibility. This year’s report showed that while some things are getting better, other things are getting worse. Check it out here.

2 | SLOAN AWARD for FLEXIBLE WORKPLACES

Go Oregon employers! We are honored to share that twenty of our local employers have become finalists for the 2014 Sloan Award for Workplace Effectiveness and Flexibility.

The Sloan Award recognizes employers that are successfully integrating flexibility into their workplaces. At Family Forward, we know that creating a flexible, family-friendly workplace takes courage and leadership, and we are committed to inspiring more family-friendly workplaces in our state. Partnering with the folks who run the Sloan Award is one way we work to change the conversation about work and celebrate the Oregon employers who are making work work for their employees.

Coming soon: information about this year’s recognition event where we will celebrate winning employers and celebrate the power of workplace flexibility in general.

3 | SPOTLIGHT ON OREGON EMPLOYERS

Changemakers are employers who are changing the way work works so that it works better — for their employees and their families, for their business, and for our economy. Today, we are featuring two outstanding local leaders who “get” that flexible work is the future of work. We invite you to learn from them!

• BOLY:WELCH | Spotlight on Flexibility

Boly:Welch was founded by two working moms who have created an extremely caring and community-oriented workplace culture.  As one employee said, “the word FAMILY comes up a lot in our office.” There are many, many stories of times that the company has supported its employees in profound ways.  Click here to download the PDF.

• ROSE CITY MORTGAGE | Spotlight on Flexibility

Rose City Mortgage is a Portland-based mortgage company with 13 employees – all loan officers – who specialize in residential loans.  They’ve been in business since 1999 and close around 300 loans each year. Click here to download the PDF.

4 | ASK FAMILY FORWARD

Why is training for managers so important for flexible organizations?

Ask Family Forward is a space where Family Forward will provide thoughtful, researched answers to some of your most pressing questions about workplace flexibility.  This edition’s topic is flexibility training for managers.  If you have a question you would like us to address in a future newsletter, please email your question to Sharon at Sharon@familyforwardoregon.org.

Now, for our current topic….

Why is training for managers so important for flexible organizations?

Formal policies like alternative scheduling, part-time positions or family leave, unfortunately, don’t mean much unless you also have a supportive culture in your workplace. You can have a telecommuting policy in your handbook – but if people who telecommute are seen as less committed, lazy, and probably not really working then it’s not actually a viable alternative for people. In a supportive culture, management will ask employees what their needs are and proactively find ways to address those needs. Managers will be expected to manage flexibly because there is a workplace understanding that treating people well is not only a nice thing to do but yields business results. Workers will be proactively informed of their flexible work options.

Most managers are used to managing for face-time and for short-term profits. It’s a paradigm shift to ask them to manage for results and for a positive workplace culture. So it only makes sense that they would need training and support in new ways of managing teams, leading projects, and communicating with colleagues.

Where to Learn More:

There are lots of articles on this important topic as well as some resources for training.

Articles:

• Getting Workplace Flexibility to Work
• Family-friendly Workplaces Go Beyond Policy
• The Flexibility Bias
• Is Your Manager Becoming Less Committed to Telework?
• How Do I Communicate With Virtual Employees?

Training:

• Life Meets Work
• Work Life Help (GREAT book from these folks, “Who Works Where (And Who Cares?): A Manager’s Guide to the New World of Work“)

Remember, change is possible!  And your managers are key.

5 | AWESOME ARTICLES

Every day, we come across new articles about flexibility and family-friendly policies at work.  Some are more valuable than others, so we’ve picked out a couple that we think are most useful.

• The Hidden Value of Workplace Flexibility – In a world that is changing at frightening speed, it is strange that many of the ways we work are so entrenched in 20th century thinking.
• Why We Need paid Leave For All (including dads) – Workplace flexibility for both parents isn’t an indulgence. It’s necessary for a gender-equal society.

Webinars from Life Meets Work: These short 15-minute webinars serve as an introduction to Kyra Cavenaugh’s new book Who Works Where (and Who Cares).   The emphasis is less on flexibility itself, and more on how teams can work effectively – regardless of when and where individuals are working. Sound intriguing? These webinars are worth a look!

• Webinar #1:  Who Works Where [and Who Cares?]
• Webinar #2:  Communication Tips for Virtual Teams
• Webinar #3:  Manage Resiliency and Reduce Overwork in a Whole New Way
• Webinar #4: Start Your Team Alignment Plan Today

6 | JOIN US ON LINKED IN

Family Forward is on Linked In, and our group is a great place to foster conversation with each other about flexibility.  Looking for articles, research, news, opinions? Join our group!  We’re right here.

See you there!

The post Great Ideas @ Work | Newsletter for Employers | Summer 2014 appeared first on Family Forward Oregon.

We hope you’ll enjoy this easy way to stay-up-to date on all things family-friendly at work.  Please share widely with your colleagues, friends, and anyone else interested in effective, flexible workplaces.

Here’s what you’ll discover in the inaugural Winter 2014 edition of the Great Ideas @ Work newsletter:

1. Awesome Articles | Oregon’s Climax Parts & Equity in Flexibility Access
2. Sloan Award | 2014 Application Opens 1/21
3. Upcoming Events | Webinar on January 23rd
4. Spotlight on Oregon Employers | CEA & FMYI
5. Ask Family Forward | What do I need to know about Portland’s new Protected Sick Time Law?
6. We’re Linked In | Join our group for conversation with other flexible employers

1 | Awesome Articles: Flex time for all & How to lead flex teams

Every day, we come across new articles about flexibility and family-friendly policies at work.  Some are more valuable than others, so we’ve picked out a couple that we think are most useful.

• Flex Time for Welders and Clerks, Too:  Last fall, Family Forward hosted a workshop on creating a flexible workplace, which included a panel of stellar local employers.  This article in The Oregonian highlights how flexibility can work in unexpected places.

• Helping Managers and Employees Address Equity in a Flexible Working Environment: Ever struggle with that issue of equity?  As in, if I let one worker have a flexible schedule, do I have to let every worker do the same thing?  This article form The Huffington Post offers some helpful ways of changing how you think about these questions.

2 | 2014 Sloan Award: Application Opens January 21st!

Do you work for, own or manage a flexible workplace in Oregon?  We’re asking because every year we recognize Oregon’s flexible workplaces — and we need your help to find them!

We know there are Oregon employers thinking outside the box and working hard to offer flexible workplaces that really work for their employees. We also know that employers benefit, too, when employees have the time to care for their families and do their work. That is why we’re so pleased to bring the Sloan Awards for Excellence in Workplace Effectiveness and Flexibility to Oregon again this year.

Applications for the 2014 award open on January 21^st.

What is the Alfred P. Sloan Award for Excellence in Workplace Flexibility? Since 2005, this prestigious national award has been recognizing employers across the country who have successfully integrated flexible policies and practices to meet both business and employee goals.

Who can apply? Any employer with 10 or more employees can apply, including businesses, non-profits, government agencies, schools and universities.  Applicants and winners from previous years are encouraged to apply again!

How to apply: Simply complete an online survey about their workplace in two stages – the 1st for employers and the 2nd for employees. The deadline for round 1 is April 11th.  For more information about the award, visit the award web site or email me at sharon@familyforwardoregon.org.

Spread the word!  We hope you will help us find some great applicants in Oregon this year to be recognized as part of the growing group of family-friendly, flexible, and forward-thinking employers in Oregon.

3| Upcoming Events: Webinar on Leading Flexible Teams

Our friends at Boston College Center for Work and Family are hosting a webinar on leading flexible teams.  It’s a good opportunity to learn about their research on the impact of targeted manager training and support in leading to significant changes in manager attitudes about flexible work.  A summary report will be released in conjunction with the webinar, and all registrants will receive a copy of the report.

• What: Webinar: National Workplace Flexibility Study Reveals Best Practices for Managers Leading Flexible Teams
• When: Thursday, January 23, 2014 10am-11am PST, followed by questions and discussion until 11:30 
• Who should attend:  Human resource professionals, organizational leaders, managers, training professionals, and others interested in employee engagement and workplace flexibility.

Attend this webinar to:

• Understand the process used in the NWFS to address manager concerns.
• Learn about significant shifts in manager attitudes, employee experience, and overall organizational culture.
• Discover the impact of utilizing a flex team blueprint.
• Hear managers’ unedited views about their experiences and lessons learned.
• Speak with the research team about the best practices that managers shared after going through the study process.

For more information and to register, click here.  We’ll be there!  Hope you will, too.

4 | Spotlight on Oregon Changemakers: FMYI & Cascade Employer Association

Changemakers are employers who are changing the way work works so that it works better — for their employees and their families, for their business, and for our economy. Today, we are featuring two outstanding local leaders who “get” that flexible work is the future of work. We invite you to learn from them!

FMYI | Spotlight on Flexibility

FMYI (For My Innovation) is a small software company that creates a private online social networking tool to facilitate collaborative work. They have 10 employees, 6 of whom live and work outside of Oregon.

CASCADE EMPLOYERS ASSOCIATION | Spotlight on Flexibility

Cascade Employers Association is a membership-based association that provides resources and consulting on human resources issues.  Based in Salem, Cascade Employers Association has 16 employees and over 400 members.  They have an additional office in Portland and employees that live and work in other cities as well.

5 | ASK FAMILY FORWARD: Protected Sick Time in Portland

Ask Family Forward is a space where Family Forward will provide thoughtful, researched answers to some of your most pressing questions about workplace flexibility.  This edition’s topic is Portland’s new protected sick time law.  If you have a question you would like us to address in a future newsletter, please email your question to Sharon at Sharon@familyforwardoregon.org.

Now, for our current topic….

Have you heard about Portland’s new Protected Sick Time Law?  It went into effect on January 1^st.  As of that day, 250,000 people working in Portland who never had any protected sick time before began accruing sick time that they can use to care for their own or a family member’s health or in cases of domestic violence.

Where to Learn More

The City of Portland has a great website all about the new law that explains how it works, whom it affects, and answers many Frequently Asked Questions

You can check out the city’s web site here: http://www.portlandoregon.gov/sicktime

Why is this Such Great News?
 Making it possible for all working people in Portland to stay home from work to care for their own or a loved one’s health is a BIG step forward for our economy and the employers and workers who make it go.  Without protected sick time, workers are forced to choose between their income and their health – and when they work sick, we all suffer. 

Protected sick time enables working parents to care for sick children at home instead of sending them to school, it enables workers to recover at home or see a doctor when needed instead of infecting co-workers and extending illnesses unnecessarily, and it means diners and shoppers interact with healthy servers, not sick ones.

6 | Join Us on Linked In

Family Forward is on Linked In, and our group is a great place to foster conversation with each other about flexibility.  Please join our group!  We’re right here.

See you there!

[Note: This content was created by Family Forward Education Fund.]

The post Great Ideas @ Work | Newsletter for Employers | Winter 2014 appeared first on Family Forward Oregon.