The three Minneapolis firms recently recognized as Best for Women were hailed in part because of their alternative work options. But Forbes.com recently featured an article that asks: Will flextime set you up to be laid off?
The article notes that the recession has altered the relationship between employers and employees. A top priority used to be to retain top talent by allowing flexible working time and spaces. But are employees using these flexible options putting a target on themselves if lay offs are necessary?
There's no evidence that flextime schedules are bad for business--in fact, some proponents say that it is better for business. In the legal field, flexibility could also mean a changed business model for large law firms, with less hours in exchange for less salary, that could save money and therefore jobs. Further, alternative work options can help people that also need to prioritize family obligations--which has been noted is disproportionately women.
However, the stigma that is attached to different work practices makes people even more reluctant to take advantage of flextime opportunities in a time where job retention is a top concern. The article gives tips about how to keep yourself in employers' minds when you are out of sight, but there is also a bigger question--how should employers present and sustain alternative work arrangements so that they can be used--and effective--in any economy?
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