If you don't think that in these challenging economic times, high gas prices, reduced disposable income, and increasing economic and social stress, are affecting workers, you need to spend more time around the water cooler. Not only are these factors shaping how people come to work, but also how often they come to work, or if they'll come to work for you at all.
Washington DC area employers, employees and job-seekers are clamoring for relief from skyrocketing gas prices and increasingly nightmarish commutes.
Most employers try to provide good pay and benefits, flexible work schedules, employee recognition, supportive managers, open communication, professional development and a positive company culture. But the fact is that people feel squeezed financially and in terms of work-life balance these days.
High food and energy prices, a shortage of affordable housing, long commutes and not enough time for personal and family activities are having an impact on many people in the Washington area. Anything that organizations can do to help their employees deal with these challenges is appreciated.
“Gas Cards” Becoming Popular
“Gas cards” are one benefit that is becoming increasingly popular. Gas cards can be provided to all employees, as a reward for high performance, or offered as prizes in a company-wide contest. Gas prices are pushing $4.50 a gallon, and while this bubble may burst, it may not, and prices may continue rising.
Another way organizations can help their employees cope is by offering flexible work schedules -- including flextime and telecommuting -- and offering employees the opportunity to work at facilities closer to their homes to avoid long commutes.
Fairfax County Weighs Four-Day Workweek
The Washington Post reports that Fairfax County is weighing the merits of a four-day workweek for county employees, a move that could reduce pollution and save money for workers as well as the government. Fairfax may follow the lead of Utah and some other governments in adopting a workweek of four 10-hour days instead of the traditional slate of five eight-hour days.
Employees would save fuel costs by commuting four days instead of five. And the county could reduce its contribution to global warming by lowering greenhouse gas emissions. Fairfax County employs more than 17,500 full-time, part-time and seasonal employees
Utah’s governor announced recently that 17,000 state employees would move to a four-day week this summer, with each day lasting from 7 a.m. to 6 p.m. Cash-strapped governments across the country are considering following suit as energy prices rise, according to the National Association of Counties.
A recent study of 15 cities with four-day workweek found that city employees who work four 10-hour days reported being more productive and having fewer conflicts between work and home. A majority of workers also reported thinking that people's access to city services had improved under the modified schedule.
Easing the Cost of Commuting
Last month, Workforce Management, a newsletter for human resources professionals, published an article headlined “Gas Price Crisis Could Revolutionize U.S. Workplace.”
John Challenger, CEO of Chicago outplacement firm Challenger, Gray and Christmas, argues that telecommuting, four-day weeks and other changes to our jobs will dismantle the idea of work as a place you clock in and out of at any particular time. “The idea of a set workday or a five-day workweek doesn’t make sense and more,” he says.
The survey found that 34 percent of employers said job candidates had turned them down because of the commute. The survey also finds that 57 percent of companies now offer at least one program to help ease the cost of commuting. The most popular gas-saving benefit: A condensed workweek; for instance, four 10-hour days. The survey also found some companies are offering employees gas card prizes, monthly transportation stipends, shuttle services and sometimes are even subsidizing gas costs.
Does being sensitive to your employees economic needs pay off? Many municipalities and companies seem to think so. Consider this... If you don't offer programs to help employees deal with the fuel price issue, someone else looking for talent may. Now, what is your REAL cost of ignoring this problem?
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