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This paper describes the emerging understanding of the causes of increasing work-life conflict and the need for measures to promote work-life balance. The paper summarizes the changes in social and institutional conditions over the past forty years which have resulted in dramatic changes in the workforce and new challenges for the workplace. Current approaches for employers and governments to address work-life conflict are discussed, includingresearch and promotion as well as health, social and labour policy initiatives.
What Parents Appreciate Availability of Child-Care Spaces Location of the Child-Care Centre Hours of Operation Registration Options Child-Care Staff, Number of Centres Location Year of Creation Industries and Sectors Size of Employer's Workforce Gender Distribution of the Employer's Workforce Status of Employees (Eligibility) Capacity of Centres: Number of Licensed Spaces;, Chapter II - Involvement of Employers, Unions, Governments and Employees in the Establishment and Operation of Work-Related Child-Care Centres
This study of family-friendly provisions found in major collective agreements has been undertaken in the context of the federal government?s commitment to “make workplace policies...of federally regulated employees more family friendly”. Its main purpose is to examine to what degree provisions related to the balancing of work and family responsibilities have been considered in the context of collective bargaining. This information is meant to help employers, unions, labour practitioners and researchers to: Gain a better understanding of policies and practices conducive to the balancing of work and family responsibilities; Identify some of the more innovative practices; Assess the feasibility of implementing such arrangements in a variety of contexts; and, Discern some of the emerging priorities regarding this issue.
The table of contents for this report.
This report provides an overview of different types of work-life balance initiatives that have been developed by some industrialized countries such as the United Kingdom, Australia, Sweden and the United States. The report also reviews recent survey data that suggests work-life conflict is a growing concern in several countries. Overall, the report reveals that there is no ?one size fits all? approach to improving work-life balance.
The purpose of this study is to examine to what extent older workers and the ageing of the workforce have been considered in the context of collective bargaining. The study identifies and analyzes provisions contained in major Canadian collective agreements that may have an impact on the working conditions of older workers. It is intended to help employers, union representatives, labour practitioners and researchers gain a better understanding of current workplace practices and how collective agreements can address emerging workplace issues such as an ageing workforce.
There is a vast academic literature dealing with the issue of work-life conflict. Most of the reports in this area focus on facts and figures. This report is different, in that it tells the stories behind the statistics by focusing on what Canadians have to say about their lives with respect to work, family and life. As such, it provides a clearer view of what both conflict and balance look and feel like from the point of view of Canadian employees and their families. It also explores what factors make balance problematic and looks at how Canadians and their families cope.
Work, Family and Community: Key Issues and Directions for Future Research, 5.0 Responses to Work-Family-Community Conflict, 4.0 The Interaction of Work, Family and Community: Key Issues |
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