Many companies talk about flexible work arrangements; which include telecommuting, three or four-day work weeks, and the ability to adjust work hours. This allows employees to tailor their work schedule around life events such as dealing with a sick child or caring for an aging parent.
These arrangements would appear to be beneficial for all involved. The worker can be focused and happy on a schedule of their choosing, while employers reduce job churning and hour lost due to inflexible work schedules.
Yet, where the rubber meets the road, often corporations become stuck in nine-to-five mode--where executives and managers are in the building at the same time as the workers, and can direct their effort to tasks, while keep eye on what is being done. Under these circumstance flexible work agreements languish, may be reduced, or eliminated.
Employees that were informally survey think that this due to lack of trust by management, inferring that the workers will only actually do their job when being micro-managed. Meanwhile employers believe that it is bottom-line business decisions that cause these agreements to fall apart; in other words the work is simply not getting done under the arrangement.
Management can fall back on data that supports the idea that workers thrive when there is structure, discipline, and clearly defined workplace roles and work schedule. This is true in hospitals and IT data centers where three-day work weeks are the norm. However many employees believe that environments that permit flexibility and support such ideas as merit-based pay inspire creativity and allow for workplace genius to flourish.
Either way the loss of flexible work arrangements and operating in strictly nine-to-five mode means that Lehigh Valley residents will have to leave jobs or loose pay in dealing with the life altering circumstance that befalls us all at some point in time.