The 2014 National Study of Employers -- a new study of mid- and large-sized employers, confirms what employers already know, namely, that the still-recovering economy has not led employers to short-change their employees with regard to leave, but has forced employers to focus on the bottom line and tighten some flexible working policies. The study, conducted by the Families and Work Institute (FWI) and the Society for Human Resource Management (SHRM), which compared employer data from 2009 and 2014, found that more employers in 2014 are offering the 12 weeks of protected leave required under the Family Medical Leave Act (FMLA), regardless of their employees' eligibility, although fewer than before are offering more than 12 weeks leave. In addition, employers are recognizing the aging work force (and their aging parents) and providing more informational and other support for those employees, although holding firm on the amount of job-protected leave to care for ill parents.
In addition, despite reports to the contrary, the Study data reflects that employers are more willing to allow flexible work arrangement for their fulltime employees, such as occasional telecommuting and more personal control over overtime and breaks for personal needs. On the other hand, employees are seeing fewer job-sharing possibilities, permanent telecommuting allowances and fewer employers offering sabbatical options or the ability to return after career breaks. Essentially, employers are allowing individual employees flexibility, but are more reluctant to allow fixed alternate schedules to meet their employees' personal needs. This reflects the growing concern about the costs of some of these flexible arrangements, but may not tell the whole picture.
Surprisingly, the study also shows a slight decline in employers encouraging managers to asses outcomes and accomplishments as opposed to "face time" and hours spent. While this result is contrary to current best practices, it may reflect an inability of some employers to properly compare and assess worker output due to other shortages. The improving economy and growing new-hire rates should fix some of that as long as employers continue to manage their employees with an eye towards accountability and retention. Employers that are able to manage leave and schedule accommodation properly, thereby satisfying employee-needs while not compromising their own needs and values, are able to stay our of legal trouble and benefit from more productive, happier employees. Employers should not hesitate to contact employment counsel to help navigate the right solution to tricky leave or accommodation issues.