Work making way for family life

Third of four parts

The daily grind is losing a bit of its bite.

Instead of 9-to-5 schedules, a growing number of Americans work personalized schedules that allow them to fulfill the responsibilities of their home lives while balancing the demands of their jobs.

Creating a positive work environment for married people has become a priority for both the employee and employer, according to pro-marriage organizations such as the Alliance for Marriage and the Families and Work Institute. An unbalanced work and family life can significantly increase the odds of marital instability and divorce, which can hurt employees’ production, researchers said.

“There is a widespread recognition that it is very expensive to hire and train a new employee,” said Judi Casey, director of the Sloan Work and Family Research Network at the Boston College Graduate School of Social Work. “Companies need to keep their talented people, and they’re doing more than ever to make sure they do.”

In this series, The Washington Times examines the changing views of marriage and what various institutions — religious groups, government and businesses — are doing to preserve it.

To hold on to their employees, companies are implementing flexible schedules and compressed workweeks that allow employees to work the same number of hours per week but break away from the traditional Monday-through-Friday routine.

Some companies are even investing in marital counseling for employees. Chick-Fil-A, the fast-food chicken chain, provides its executive employees with “marriage coaches” for couples at company retreats.

“We believe strongly that you can be successful in the marketplace and successful in marriage,” said Donald “Bubba” Cathy, president of the Atlanta-based company. “We make it a point to incorporate spouses in company meetings, and they’re expected to attend annual meetings.”

Compressed workweeks allow employees to work more hours over fewer days. But the most popular option among employers and employees is a practice known as flextime.

Being flexible

Flextime was born out of the Clean Air Act of 1970, when local governments attempted to ease traffic congestion and air pollution during prime commuting times by allowing employees to choose their starting and quitting times.

The number of employees who have access to flextime has increased significantly, jumping from 29 percent in 1992 to 43 percent in 2002, according to the Families and Work Institute. In 2005, 73 percent of employees who had access to flextime took advantage of it.

Story Continues →