March Call for Innovations: Flexible Workplaces

This month please tell us about your own innovation – or one that you have heard about --related to workplace flexibility for low-wage workers.  We are open to hearing about any innovation that comes to mind, so the following is simply suggestive not prescriptive:

• Scheduling tools.  Are there on-going self-scheduling tools available (computerized or otherwise) for lower-wage workers in a particular firm, industry, sector? Are there other scheduling strategies that engage low-wage workers in scheduling decisions?  E.g: In the U.K., McDonalds is pilot testing allowing family members to swap schedules without any advance notice to the supervisor.

• Predictable schedules.  Many low-wage jobs (as well as others) are subject to change with little to no notice. The unpredictability makes planning for family or other obligations extremely difficult.  Are there innovative ways employers have made scheduling more predictable? Are there innovative ways in which workers caught in such situations are compensated monetarily or through other strategies such as longer vacation, paid tuition, on-site child care, or otherwise?

• “No clock” scheduling.  Some firms are beginning to move away from valuing the number of hours an employee is on the job and instead want to reward an employee for successful performance. Are there other innovative practices that explore alterative ways to balance ‘face time’ with performance – for low wage workers? E.g: Best Buy has revamped its headquarters to take a ‘no clock’ approach to employees and expects to roll out the strategy for workers ‘on the floor’ in the coming year. 

• Remote work.  Computers and information technology have made it possible for companies to allow workers to not come into the office.  Indeed, firms have begun to cut down on office space and cut down company costs because a certain percentage of the workforce does not come “in”. Are there particular practices that support lower-paid workers that underscore how these tools can be applied to these workers as well as higher income workers?  E.g: In Houston, the Mayor launched “Flex in the City” to encourage remote work and flexible start and stop times in order to reduce traffic congestion. 

• Part time work.  Many part time workers would rather work full time; others seek part time work for the more flexible hours – often to address child care demands. However, part time work which can be flexible, can come at a cost – the loss of benefits.  Are there model practices, particularly for low-wage workers, that help build up time for those who want to work more hours and/or illustrations of companies that provide equitable access to benefits?

Submit all nominations to innovations@clasp.org

Click here for more details on Promising Policy Innovations.

Please submit nominations by March 31, 2007

Comments

[Rebecca Margaria]

Hi, will this information you are sourcing be availiable on the web for public viewing? Thanks.