WBEZ | workplace http://www.wbez.org/tags/workplace Latest from WBEZ Chicago Public Radio en Boosting family leave is often about getting workers to stay http://www.wbez.org/news/boosting-family-leave-often-about-getting-workers-stay-112785 <img typeof="foaf:Image" src="http://llnw.wbez.org//main-images/nestle.jpg" alt="" /><p><p>This has been a banner year for employees seeking greater paid parental leave.&nbsp;<a href="https://newsroom.accenture.com/industries/corporate-citizenship-diversity/accenture-increases-us-paid-maternity-leave-to-16-weeks.htm">Accenture</a>,&nbsp;<a href="http://www.blogjnj.com/2015/04/jj-and-the-21st-century-working-family/">Johnson &amp; Johnson</a>,&nbsp;<a href="http://blog.netflix.com/2015/08/starting-now-at-netflix-unlimited.html">Netflix</a>,&nbsp;<a href="http://blogs.microsoft.com/blog/2015/08/05/the-employee-experience-at-microsoft-aligning-benefits-to-our-culture/">Microsoft</a>,&nbsp;<a href="http://money.cnn.com/2015/06/01/pf/goldman-sachs-paternity-leave/">Goldman Sachs</a>&nbsp;and the&nbsp;<a href="http://www.npr.org/2015/07/08/421083589/navy-marine-corps-now-offer-18-weeks-of-maternity-leave">U.S. Navy</a>&nbsp;are among those who have increased these benefits for employees this year.</p><p>It&#39;s a big boost for some new parents. But advocates note many families are left behind.</p><p>One fact about U.S. workplace policy has galled Ellen Bravo for a very long time: &quot;There is no federally required paid leave of any kind,&quot; she says.</p><p>Bravo is executive director of Family Values @ Work, an advocacy coalition. She says the U.S. is the only major developed country offering no such leave.</p><p>Only 13 percent of U.S. workers have paid family leave, the Bureau of Labor Statistics reported last year.</p><p>But polls show there is increasing political support for it. Congress is considering&nbsp;<a href="http://www.npr.org/sections/health-shots/2015/04/22/401239857/is-it-time-to-make-medical-and-family-leave-paid">a mandated paid medical or parental leave</a>&nbsp;paid for out of an insurance fund. Three states have already created systems like that, and 18 more are considering them.</p><p>Bravo says employers are finding good business reasons to extend their leave policies &mdash; like wellness, recruitment and retention. But she worries individual managers might undermine them by discouraging their use.</p><p>&quot;If you want to be promoted here, if you want to be seen as a committed and devoted employee, you get that leave, but you better not take much of it,&quot; she says.</p><p>Bravo says companies must not only offer paid leave, but encourage workers to use it. &quot;You really have to change the culture and change the accountability from managers and how they supervise people,&quot; she says.</p><p>Adobe recently nearly doubled its paid parental leave policy to&nbsp;<a href="https://blogs.adobe.com/conversations/2015/08/donna-morris-enhanced-leave.html">up to 26 weeks</a>. Chief People Officer Donna Morris says it&#39;s not just a formality. &quot;We expect people will take that period of time and in fact we want managers to look at it as a growth and development opportunity for others,&quot; she says.</p><p>Since the 1960s, college-educated workers have seen their paid parental leave increase nearly five-fold, while for high-school graduates, it has only doubled, according to the Census Bureau.</p><p>Vicki Shabo, vice president at the National Partnership for Women and Families, says today&#39;s leave policies have a socio-economic divide. Netflix&#39;s year-long parental leave policy, for example, only applies to its digital division employees,&nbsp;<a href="http://www.npr.org/sections/thetwo-way/2015/08/10/431273033/netflix-still-facing-questions-over-its-new-parental-leave-policy">leaving its DVD distribution centers out</a>.</p><p>&quot;As we saw with Netflix, sometimes companies have one set of policies for their most highly compensated ... white-collar workers and then a different set of policies or no policies at all for their hourly workers or lower skilled workers,&quot; Shabo says.</p><p>Companies view leave benefits as a recruitment tool, especially in fields where talent is scarce, or where companies are trying to attract more female workers, says Bruce Elliott, benefits manager for the Society for Human Resource Management.</p><p>&quot;The gender gap in Silicon Valley ... is kind of pushing this to the forefront,&quot; he says.</p><p>That is creating pressure on other industries as well. Judy Cascapera is chief people officer at Nestle, which in June&nbsp;<a href="http://www.huffingtonpost.com/2015/06/26/nestle-maternity-leave_n_7674246.html">more than doubled its paid leave</a>&nbsp;for new parents for its 340,000 employees worldwide.</p><p>&quot;Right now, more than ever, we are competing with different industries,&quot; Cascapera says. &quot;We&#39;re right next to Silicon Valley in California and we see a lot of employees now coming back-and-forth or being poached by other industries.&quot;</p><p>So in order to get them to stay, she says, companies are being more generous about letting them go on leave.</p><p>&mdash;<em><a href="http://www.npr.org/2015/09/01/436402797/boosting-family-leave-is-often-about-getting-workers-to-stay?ft=nprml&amp;f=436402797" target="_blank">NPR News</a></em></p></p> Tue, 01 Sep 2015 10:09:00 -0500 http://www.wbez.org/news/boosting-family-leave-often-about-getting-workers-stay-112785 Morning Shift: Remembering the 'King of Pop' http://www.wbez.org/programs/morning-shift-tony-sarabia/2013-08-29/morning-shift-remembering-king-pop-108556 <img typeof="foaf:Image" src="http://llnw.wbez.org//main-images/MJ-wallpapers-michael-jackson-31128130-1600-1200 - courtesy of www.fanpop.com_.jpg" alt="" /><p><p>Today&#39;s &quot;Music Thursday&quot; celebrates Michael Jackson on what would be his 55th birthday. And, WBEZ&#39;s Becky Vevea tells us how CPS is assisting students as they transition to their new, welcoming schools.&nbsp;</p><div class="storify"><iframe allowtransparency="true" frameborder="no" height="750" src="//storify.com/WBEZ/morning-shift-54/embed?header=false" width="100%"></iframe><script src="//storify.com/WBEZ/morning-shift-54.js?header=false"></script><noscript>[<a href="//storify.com/WBEZ/morning-shift-54" target="_blank">View the story "Morning Shift: Remembering the 'King of Pop'" on Storify</a>]</noscript></div></p> Thu, 29 Aug 2013 08:21:00 -0500 http://www.wbez.org/programs/morning-shift-tony-sarabia/2013-08-29/morning-shift-remembering-king-pop-108556 Morning Shift: Blackhawks, immigration and workplace contentment http://www.wbez.org/programs/morning-shift-tony-sarabia/2013-06-25/morning-shift-blackhawks-immigration-and-workplace <img typeof="foaf:Image" src="http://llnw.wbez.org//main-images/Border Patrol-Flickr- The Last DJ.jpg" alt="" /><p><p>After a long and trying season, the Hawks come out on top with the Stanley Cup. Also, how will the increased number of border agents, as an amendment to the immigration bill, impact Illinois and the Midwest in general? And, what keeps workers engaged at the office?&nbsp;&nbsp;</p><script src="//storify.com/WBEZ/morning-shift-taking-matters-into-your-hands.js?header=false"></script><noscript>[<a href="//storify.com/WBEZ/morning-shift-taking-matters-into-your-hands" target="_blank">View the story "Morning Shift: Blackhawks, immigration & workplace contentment" on Storify</a>]</noscript></p> Tue, 25 Jun 2013 07:35:00 -0500 http://www.wbez.org/programs/morning-shift-tony-sarabia/2013-06-25/morning-shift-blackhawks-immigration-and-workplace Divas in the board room http://www.wbez.org/blogs/bez/2013-03/divas-board-room-106148 <p><p><img alt="" class="image-original_image" src="http://llnw.wbez.org/styles/original_image/llo/insert-images/5713143208_23aa89c808_z_0.jpg" style="height: 400px; width: 300px; float: right;" title="Sheryl Sandberg on the cover of Bloomberg Businessweek (Flickr/bizweekdesign)" />Sheryl Sandberg, COO of Facebook, and Marissa Mayer, COO of Yahoo, are arguably the youngest and most well-known females in corporate America today. In the male-dominated world of business, where only slightly more than 4 percent of Fortune 500 companies are led by women, Sandberg and Mayer are wunderkinds who achieved early success and rose to the top at a meteoric rate.</p><p>In both financial and feminist circles they are considered rock stars, trail blazers and gurus to be studied and emulated. And this dynamic duo has not been hesitant in word or deed to proclaim and demand a new set of rules for women in the workplace.</p><p>After 13 years at Google, where she was the twentieth employee hired and the first female engineer, Marissa Mayer left Google to become CEO of Yahoo in July 2012.&nbsp; Her first two challenges were obvious ones:</p><ul><li>she needed to address the company&rsquo;s declining ad revenues and stock prices</li><li>she was seven months pregnant</li></ul><p>The pregnancy issue handled itself, and on September 30, 2013, she had a baby boy.&nbsp;</p><p>The company&#39;s financial issues remain ongoing, and Mayer returned to work just two weeks after having the baby to give them her full attention. (She has managed to balance the financial dilemma and the demand of diapers by having a nursery built next to her office.)</p><p>Since then, she has done everything in her power to right the ship.&nbsp; And her most controversial decision to date speaks directly to how she sees and wants the game to be played.&nbsp; Starting this spring, &ldquo;working at home&rdquo; has been banned.&nbsp;</p><p>&ldquo;We need to be one Yahoo, and that starts with physically being together&rdquo;, Mayer said.&nbsp;</p><p>Although Yahoo&rsquo;s new model has generated a considerable backlash, Mayer&rsquo;s message is clear: &ldquo;do as I do&rdquo; or move on.</p><p>Sandberg, in her recently published book <em>Lean In: Women, Work, and The Will To Lead</em> offers advise about how women can advance their careers, and at the same time, admonishes women for being part of the problem of why more women are not in more leadership positions. If you want to get ahead and make it big time, says Sandberg, women need to &ldquo;lean in&rdquo;, assert themselves more, put in more time, take on more tasks, be more ambitious.</p><p>Yes, she says, it is a male dominated world. So work harder. Believe in yourself. Don&rsquo;t doubt your ability to do it all.&nbsp; Make more demands. Take on more. Sandberg argues that women have to stop looking for excuses and reasons for failure or mediocrity. Success costs, and if you don&rsquo;t pay the price, it won&rsquo;t happen.</p><p>I&rsquo;ve got a daughter who is a business person, my wife is a COO of her firm and I like to think I&rsquo;m a card carrying feminist. But to tell you the truth, Sandberg and Mayer scare me. &nbsp;Or, perhaps more accurately, they confuse me. They want women to outwork the men. They are advocating putting in the big hours, and making the big compromises, so that they too can succeed on Planet Finance. But maybe they&rsquo;ve all got it all wrong. &nbsp;Maybe it really shouldn&rsquo;t be about the big job, the big hours, the big sacrifices. Maybe it&rsquo;s the system and not the players that is all screwed up. Maybe none of us, men or women, should be eager to &ldquo;lean in&rdquo; because the world we are being asked to &ldquo;lean into&rdquo; isn&rsquo;t, in the long run, humanly worth it.</p><p>Maybe our two C-suite divas are on to something more important than success at work. Maybe their&rsquo;s is a cautionary tale. Rather than &ldquo;leaning in&rdquo;, maybe all of us should start thinking about &ldquo;leaning back&rdquo;, and start trying to find success and accomplishments in other parts of our lives beyond our jobs.</p><p><em>Al Gini is a Professor of Business Ethics and Chairman of the Management Department in the Quinlan School of Business at Loyola University Chicago.</em></p></p> Mon, 08 Apr 2013 05:00:00 -0500 http://www.wbez.org/blogs/bez/2013-03/divas-board-room-106148 Goodbye, 680 N. Lake Shore Drive http://www.wbez.org/blogs/claire-zulkey/2012-12/goodbye-680-n-lake-shore-drive-104577 <p><div class="image-insert-image "><img alt="" class="image-original_image" src="http://www.wbez.org/system/files/styles/original_image/llo/insert-images/4808174451_0f484d74aa.jpg" style="float: right; height: 200px; width: 300px;" title="Flickr/ShutterRunner" /><span id="internal-source-marker_0.03987337648939371">After nine years, this week is my last week working at my old day job, which was located in 680 N. Lake Shore Drive, </span><a href="http://en.wikipedia.org/wiki/680_N_Lake_Shore_Drive">a lovely building with some historical significance</a>. Working in that particular building had its particular ups and downs. Here&rsquo;s what I will and won&rsquo;t miss about working at 680:</div><p><br /><strong>What I Will Miss:</strong><br /><br />The very kindly evening Polish cleaning lady who always smiled at me and said &ldquo;happy baby&rdquo; when I was pregnant.<br /><br />The cute and nice produce guy who worked in the Treasure Island who always gave me the straight dope on which fruit was good and which wasn&rsquo;t worth trying out.<br /><br />The dry cleaning proprietress who was nice to me but who really wanted to see my husband and who always asked when we&rsquo;d start having kids until we started bringing the baby around to see her.<br /><br />Having a Treasure Island, dry cleaners, pediatrician&rsquo;s, coffee shop, hardware store, Walgreens, bank and salons in the building, giving me the feeling that if I ever got stranded there at work there would be worse places on earth to be.<br /><br />Working in a building where residents walked their dogs through the lobby. Even if they weren&rsquo;t that friendly (the residents), seeing a dog in your work building is good for the soul, especially if it&rsquo;s a very happy, obese cocker spaniel who lays down when she&rsquo;s tired during walks.<br /><br />Being so close to the lakefront that I could go to the beach or Navy Pier on my lunch breaks or bike or jog home sometimes in the summer.<br /><br />Stepping outside to see the Air and Water show practice over the lake.<br /><br />While it was there, working in the same building as Playboy.<br /><br /><strong>What I Won&rsquo;t Miss:</strong><br /><br />Walking up or down Huron Street in the winter and feeling that blast of air from the lake either shoving me down the street or making me walk into it as my eyes watered profusely.<br /><br />The stupid poky elevator system that was completely overhauled to incorporate a new keypad system that ultimately did not save a moment of time for anybody.<br /><br />The lady who sat outside my office (I will also miss having an office) and clipped her nails loudly even when I sometimes said loudly and passive-aggressively, &ldquo;<em>Who is clipping their nails</em>?!&rdquo;<br /><br />Waiting for the bus and silently judging all the people who clog the sidewalks to gawk at some dude standing on a milk crate who painted himself gold.<br /><br />This <a href="http://www.wbez.org/blogs/claire-zulkey/2012-07/case-magical-butts-101328">person</a>.</p></p> Thu, 27 Dec 2012 08:30:00 -0600 http://www.wbez.org/blogs/claire-zulkey/2012-12/goodbye-680-n-lake-shore-drive-104577 Smartphones making it harder to call it quits http://www.wbez.org/story/2011-07-01/smartphones-making-it-harder-call-it-quits-88704 <img typeof="foaf:Image" src="http://llnw.wbez.org//npr_story/photo/2011-July/2011-07-04/77162435.jpg" alt="" /><p><p>For some employees, smartphones and computer tablets have become digital leashes to the office. They've made it easier to stay in touch with what's going on at work from almost anywhere, which has made it increasingly more difficult for some workers to disconnect — even while on vacation.</p><p>For Dimitar Popov, a business consultant from Chicago, the "day off from work" is dead.</p><p>"I took off work but with the promise that I would be periodically checking e-mails," he says.</p><p>Not to mention returning phone calls and text messages from co-workers on his day off.</p><p>He's spending it in a upscale hotel in Washington, D.C., where he's volunteering at a conference about his home country, Macedonia.</p><p>But in between the panels and networking events, it's back to work in front of the laptop.</p><p>"At any point, in any day — weekend, weekday — you're expected to return phone calls, return e-mails, and there's really no shut-off point," he says.</p><p>Popov says in his line of work he always has to stay connected — even when he's far away from the office.</p><p>"I mean, I feel it's a good thing for my boss," he says joking. "And I guess it's a good thing for me in the sense I have to meet certain deadlines," he says.</p><p><strong>Putting In Overtime</strong></p><p>Tony Oncidi, a lawyer in Los Angeles who specializes in labor and employment law calls this the "BlackBerrys on the beach" concept.</p><p>"It's a shorthand reference to the fact that employees today can sort of log on and be productive from just about any location on Earth," he says.</p><p>There may be some places left to get off the grid — the middle of the ocean or on a mountaintop.</p><p>But those quiet places are disappearing in an age of smartphones, remote access and now video calling.</p><p>The space-age world of the Jetsons doesn't seem so far off.</p><p>The time employees spend out of the office on mobile devices for work has become a concern for some employers.</p><p>Last year, a Chicago police sergeant filed a lawsuit against the city of Chicago.</p><p>He claims the city owes him overtime for all the time he spent on his BlackBerry for work while off duty.</p><p>The case is still in court.</p><p>Oncidi says the Fair Labor Standards Act has strict rules on overtime for American workers who are paid by the hour.</p><p>"Even if the employee has not been specifically asked to answer e-mails after hours on a device or by a remote access avenue, but the employer permits the employee to do so, then the employer owes that employee that overtime," he says.</p><p><strong>Sand, Sun And Smartphones</strong></p><p>Even if that's time spent texting from the beach: Something Lisa Reagan, who's in sales, says she knows too well.</p><p>"I have a BlackBerry in the bag, got my cell phone over here — a separate one — and a computer back at the townhouse," she says.</p><p>Reagan's spending the weekend on a beach in Delaware. She says she hates having to stay so connected off hours, but her career leaves little choice.</p><p>"I'd rather it not happen, but with my field, other people might need my help. So I don't mind, I guess, then," she says.</p><p>For some employees though, there's still an option to go offline for the weekend.</p><p>Brian Nelson brought his iPhone to the beach.</p><p>"I haven't looked at my e-mail in three days, which I'm sort of happy about," he says. "It's going to hit me when I get home."</p><p>That's right. He'll be checking his work e-mail from home. <div class="fullattribution">Copyright 2011 National Public Radio. </p> Fri, 01 Jul 2011 09:39:00 -0500 http://www.wbez.org/story/2011-07-01/smartphones-making-it-harder-call-it-quits-88704 Does the American workplace support or discourage moral agendas? http://www.wbez.org/content/does-american-workplace-support-or-discourage-moral-agendas <img typeof="foaf:Image" src="http://llnw.wbez.org//segment/photo/2011-March/2011-03-30/Cubes office flickr Carlos Villela.jpg" alt="" /><p><p><img alt="" src="http://llnw.wbez.org/segment/insert-image/2011-March/2011-03-30/848office.jpg" style="width: 589px; height: 298px;" title=""></p><p>On Wednesday, the U.S. Supreme Court heard oral arguments in a proposed class action sex-discrimination law suit against Walmart. The plaintiffs allege company-wide policy reinforces gender stereotypes. Walmart disagrees. But the retail giant has long faced criticism over its treatment of employees. Whether or not its policies are explicitly sexist some argue that Walmart’s corporate culture isn’t friendly toward women.<br> <br> Other companies have also been taken to task for trying to impose or promote a certain set of values. The owners of Chick-fil-A are Christians and close up shop on Sundays. But some consumers claim the company also supports anti-gay rights groups.<br> <br> How do corporate values shape the American workplace? And what recourse do employees have if their views aren’t in line with their employers? <em>Eight Forty-Eight</em> heard from listeners, and spoke to Chicago News Cooperative Deputy Editor <a href="http://www.chicagonewscoop.org/staff/david-greising/" target="_blank">David Greising</a>, <em>Chicago Tribune</em> religion reporter <a href="http://www.chicagotribune.com/chi-brachear-bio-story,0,6147675.htmlstory" target="_blank">Manya Brachear</a>, and professor <a href="http://www.sociology.northwestern.edu/faculty/nielsen/home.html" target="_blank">Laura Beth Nielsen</a>. Nielsen is a research professor at the American Bar Foundation and director of the <a href="http://www.legalstudies.northwestern.edu/" target="_blank">Center for Legal Studies at Northwestern University</a>.<br> <br> <em>Music Button: REM, "Moral Kiosk", from thie CD Murmur, (IRS) </em></p></p> Wed, 30 Mar 2011 13:36:00 -0500 http://www.wbez.org/content/does-american-workplace-support-or-discourage-moral-agendas