Flex Time Request Letter
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Brief of Michael German, Robert Kobus, Jane Turner, Dr. Frederic
No. 17-1098 In the Supreme Court of the United States JOHN C. PARKINSON, Petitioner, v. DEPARTMENT OF JUSTICE, Respondent. On Petition for a Writ of Certiorari to the United States Court of Appeals for the Federal Circuit BRIEF OF MICHAEL GERMAN, ROBERT KOBUS, JANE TURNER, DR. FREDERIC WHITEHURST, NATIONAL WHISTLEBLOWER CENTER, AND PROJECT ON GOVERNMENT OVERSIGHT AS AMICI CURIAE IN SUPPORT OF PETITIONER JOSHUA A. GELTZER GREGORY DUBINSKY INSTITUTE FOR CONSTITUTIONAL Counsel of Record ADVOCACY AND PROTECTION DANIEL M. HOROWITZ GEORGETOWN UNIVERSITY LAW WENDY L. GREEN CENTER HOLWELL SHUSTER 600 New Jersey Ave. NW & G OLDBERG LLP Washington, DC 20001 750 Seventh Avenue (202) 661-6728 New York, NY 10019 [email protected] (646) 837-5132 [email protected] Counsel for Amici Curiae March 8, 2018 TABLE OF CONTENTS TABLE OF AUTHORITIES ....................................... ii INTEREST OF AMICI CURIAE ................................1 INTRODUCTION AND SUMMARY OF THE ARGUMENT................................................................2 ARGUMENT................................................................4 I. The Federal Circuit’s Decision Leaves Preference-Eligible FBI Whistleblowers Without Adequate Protection from Reprisal…4 A. The Federal Circuit’s Decision Contravenes The Plain Text Of The Statute. ........................4 B. As The Experience Of Amici Shows, The Federal Circuit’s Decision Exposes Preference- Eligible Whistleblowers To Flawed Procedures Simply Because They Work At The FBI..........6 C. The FBI Regulations Provide Lesser Protections Than Congress Intended To Grant To Veterans. ....................................................12 II. Certiorari Should Be Granted To Correct The Federal Circuit’s Concerning Pattern Of Unduly Narrowing Whistleblower Protections.…………………………………...… 13 CONCLUSION ..........................................................16 ii TABLE OF AUTHORITIES CASES CFTC v. Schor, 478 U.S. 833 (1986)…………………………………. 12 Clark v. Dep’t of Army, 997 F.2d 1466 (Fed. -
Alternative Work Arrangements 1
Running head: ALTERNATIVE WORK ARRANGEMENTS 1 Alternative Work Arrangements An Examination of Job Sharing, Compressed Workweeks, and Flextime Joseph Lutz A Senior Thesis submitted in partial fulfillment of the requirements for graduation in the Honors Program Liberty University Spring 2012 ALTERNATIVE WORK ARRANGEMENTS 2 Acceptance of Senior Honors Thesis This Senior Honors Thesis is accepted in partial fulfillment of the requirements for graduation from the Honors Program of Liberty University. ______________________________ Colleen McLaughlin, Ph.D. Thesis Chair ______________________________ David Duby, Ph.D. Committee Member ______________________________ David Snead, Ph.D. Committee Member ______________________________ Brenda Ayres, Ph.D. Honors Director ______________________________ Date ALTERNATIVE WORK ARRANGEMENTS 3 Abstract Alternative working arrangements have become increasingly popular in workplaces across America and the world. One segment of alternative work arrangements is schedule flexibility. The three types of flexible schedules examined include: job sharing, compressed workweeks, and flextime. Each arrangement will be examined individually. First, a definition and background information will be given. Then, the benefits of the arrangement will be discussed. Next, the risks and challenges of the arrangement will be examined. Finally, there will be analysis of what conditions are necessary for the arrangement to be successful. ALTERNATIVE WORK ARRANGEMENTS 4 Alternative Work Arrangements An Examination of Job Sharing, Compressed Workweeks, and Flextime In recent years, as businesses have become more focused on employee needs and their own productivity, alternative work arrangements have grown in popularity. Alternative work arrangements, sometimes known as flexible work arrangements or alternative work schedules, can be explained as any work arrangement that deviates from the standard workweek. To gain a full understanding of alternative work arrangements, an understanding of the standard workweek and its history must first be established. -
Cultural Schemas, Social Class, and the Flexibility Stigma ∗ Joan C
Journal of Social Issues, Vol. 69, No. 2, 2013, pp. 209--234 Cultural Schemas, Social Class, and the Flexibility Stigma ∗ Joan C. Williams University of California-Hastings College of the Law Mary Blair-Loy University of California-San Diego Jennifer L. Berdahl University of Toronto “First comes love, then comes marriage, then come flex-time and a baby carriage.” –Statement of a supervisor, Velez v. Novartis lawsuit (Wilson, 2010) Flexibility programs have become widespread in the United States, but their use has not. According to a recent study, 79% of companies say they allow some of their employees, and 37% officially allow all or most of their employees, to periodically change starting or quitting times (Galinsky, Bond, & Sakai, 2008). Although researchers often regard the official availability of flexibility and other work–life policies as an indicator of an organization’s responsiveness to em- ployees’ work–life concerns (Davis & Kalleberg, 2006), having policies on the books does not always mean that workers feel comfortable using these policies (Blair-Loy, Wharton, & Goodstein, 2011). Studies that have assessed usage rates generally find that usage rates are low. This has proved a remarkably resilient problem. The basic forms of work- place flexibility have been around for decades: flextime, part-time schedules, compressed workweeks, job shares (Friedman, n.d.). Yet usage of these programs ∗ Correspondence concerning this article should be addressed to Joan C. Williams, Distinguished Professor of Law, Hastings Foundation Chair, Founding Director, Center for WorkLife Lawm, UC Hastings College of the Law, 200 McAllister Street, San Francisco, CA 94102. Tel: (415) 565-4706 [e-mail: [email protected]]. -
Overtime –Compensatory Time Overview FAQ’S and Calculation Examples
Overtime –Compensatory Time Overview FAQ’s and Calculation Examples What is overtime? The Federal Fair Labor Standards Act (FLSA) requires that non-exempt (hourly) employees receive one and one- half times their regular hourly rate, in the form of pay or compensatory time, for all hours worked in excess of 40 in a work week (or 80 in a 14 day work period for applicable police staff). Eligible employees cannot waive their rights to overtime under the FLSA. Positions designated as exempt (salary) under the FLSA and outlined in section 500 of the Town of Chino Valley Personnel Policy and Administrative Guidelines Manual are not eligible for overtime compensation. Employees exempt under the FLSA are paid for performing a job regardless of the number of hours worked; therefore, they do not receive additional compensation for working more than 40 hours in a work week. What positions are eligible for overtime? All non-exempt positions are eligible for overtime after they receive advance authorization by their appropriate department head and/or supervisor. If you are not sure whether you are non-exempt or exempt, please feel free to contact the Human Resources Department. How is overtime compensated? Overtime is compensated in the form of cash payment or compensatory time off at a rate of 1.5 hours for each hour of overtime worked. Compensatory time off should be scheduled as soon as practical, so long as it does not unduly disrupt town operations (as determined by the employee’s department head). Employees can bank up to 40 hours of compensatory time (26.67 hours of actual overtime work.) What counts towards overtime? Overtime is not accrued until after 40 hours are worked (not just reported) during the established work week (or 80 hours in a 14 day work period for applicable police staff). -
Employee Information Guide
Employee Information Guide Revised: February1, 2019 Department of Human Resources TABLE OF CONTENTS SECTION I – INTRODUCTION ................................................................................................. 1 PURPOSE AND OBJECTIVE ........................................................................................................................ 1 ADMINISTRATION ........................................................................................................................................ 1 ADMENDMENTS TO PERSONNEL POLICIES ...................................................................................... 1 COMPLIANCE .................................................................................................................................................. 2 SECTION II – CLASSIFICATION PLAN .................................................................................. 3 PURPOSE ........................................................................................................................................................... 3 USE OF JOB DESCRIPTIONS ....................................................................................................................... 3 USE OF CLASSIFICATION PLAN ............................................................................................................... 3 ADMINISTRATION OF CLASSIFICATION PLAN ................................................................................. 3 REQUEST FOR JOB EVALUATION / RE-EVALUATION .................................................................. -
Impact of Part Time, Flextime and Reward on Productivity (Case Study on Grab Online Transportation Partners in Kupang City)
Advances in Economics, Business and Management Research, volume 69 3rd International Conference on Tourism, Economics, Accounting, Management, and Social Science (TEAMS 2018) Impact of Part Time, Flextime and Reward on Productivity (Case Study on Grab Online Transportation Partners in Kupang City) Allen Bengngu Paulina Yuritha Amtiran Universitas Nusa Cendana Universitas Nusa Cendana Kupang, Indonesia Kupang, Indonesia [email protected] [email protected] Rolland Epafras Fanggidae Universitas Nusa Cendana Kupang, Indonesia [email protected] Abstract—The millennial era is currently causing a rapid (APJII). Its utilization is further, not only to communicate but social change in society, including in the thriving business also to buy goods, order transportation, to do business and world using internet technology in running its business known work (Fanggidae, Angi & Nursiani, 2018). In the business as online business. An online business that is growing and is world where many businesses utilize information technology widely used is an online business in the field of services, in running their businesses, one of them is developing namely Online Transportation, where this business invites application-based transportation service providers whose people to become partner. Demand for high transportation benefits have been enjoyed by the public. services from the community resulted in Grab being able to Online transportation applications turned out to be absorb partner, both from the unemployed and part time job enough to provide solutions and answer various public seekers. With flextime Grab expects its workforce to be more concerns about security in using public transportation services productive in its work activities so that it can offset that (Chan et al. -
RESPECTING BOILERPLATE Second Edition, 2013 by Robert A
RESPECTING BOILERPLATE Second Edition, 2013 by Robert A. James Boilerplate refers to the legal clauses of general that if a transaction is successful, little application typically found at the very of that hard work has ongoing value— front and very end of complex the final price and asset or scope agreements (or the flip side of printed definitions are what they are; the forms, or the “click-through” screens conditions go away when the deal of online forms). This pejorative term closes; and the reps expire shortly Robert A. James comes from the days when big-city afterwards. Instead, it is the lowly Finance publishers would mold lead plate or boilerplate and the questions it may or +1.415.983.7215 paper mats—similar in appearance to may not answer—can you assign the +1.713.276.7689 the iron or steel plates riveted contract to an affiliate? can you [email protected] together to encase boilers—bearing disclose the contract to a prospective raised type (“stereotype,” another buyer?—that have enduring Rob James is resident in pejorative term) with the fixed text of relevance, whether or not the parties Pillsbury's San Francisco and articles and advertisements. Smaller gave any active thought to them. Houston offices. He handles newspapers would print the commercial and corporate boilerplate without change. Boilerplate writers and readers transactions and counsels clients usually work from a form and their principally in the energy, “Boilerplate” therefore connotes both own recollections of prior contracts. infrastructure, construction, the strength and the unchangeability of They may not have exposure to the manufacturing and marketing the metal that contains a pressure issues and language choices that are fields. -
Happiness Is Flextime
Please do not remove this page Happiness is flextime Okulicz-Kozaryn, Adam; Golden, Lonnie https://scholarship.libraries.rutgers.edu/discovery/delivery/01RUT_INST:ResearchRepository/12643410040004646?l#13643539350004646 Okulicz-Kozaryn, A., & Golden, L. (2017). Happiness is flextime. In Applied Research in Quality of Life (pp. 1–15). Rutgers University. https://doi.org/10.7282/T32V2JG0 This work is protected by copyright. You are free to use this resource, with proper attribution, for research and educational purposes. Other uses, such as reproduction or publication, may require the permission of the copyright holder. Downloaded On 2021/09/30 21:29:59 -0400 Happiness is flextime Adam Okulicz-Kozaryn∗ Rutgers - Camden Lonnie Goldeny Penn State Abington Thursday 2nd March, 2017 Abstract We study how working schedule flexibility (flextime) affects happiness. We use a US General Social Survey (GSS) pooled dataset containing the Quality of Worklife and Work Orientations modules for 1998, 2002, 2006, 2010, and 2014. We retain only respondents who are either full-time or part-time employees on payrolls. For flextime to be associated with greater happiness, it has to be more than just sometimes flexible or slight input into one's work schedule, that is, little flextime does not increase happiness. But substantial flextime has large effect on happiness{the size effect is about as large as that of household income, or about as large as one-step increase in self-reported health, such as up from good to excellent health. Our findings provide support for both public and organizational policies that would promote greater work schedule flexibility or control for employees. -
Flexible Work Hours
Travel Options Work Schedule Changes Flexible Work Hours FLEXIBLE WORK HOURS Description Flexible work hour programs (or Flextime) allow employees to work within a specific time range during the day, often avoiding peak traffic periods, though all employees work a core period of the day. For example, employees may work anytime during the hours of 6:00 AM and 6:00 PM, so long as they work an eight-hour shift. Ultimately, employees are allowed to set their own schedule with approval. Staggered work hour programs are a variation of flextime that varies the arrival and departure of groups of employees, but the employees may have no ability to choose their shift. These programs work well in manufacturing or plant operations to alleviate crowding at entrances/exits, elevators, and parking areas. Both of these programs distribute peak hour traffic to less Creative Class congested hours reducing commute times. Target Market . Local, state, and federal government agencies Cost: . Business in all sectors and industries Time: Short Unlike telecommuting, flextime can be more easily implemented by manufacturing and industrial businesses that rely on employee shift Impact: Region work. Who: City/Private Hurdles: None How Will This Help? . Reduce traffic volume and congestion during peak times by shifting drivers to less congested times . Increase productivity and reduce costs of overtime and sick leave for businesses that participate Implementation Issues Success Stories Flextime programs are easily created, but may be less . Texas Instruments began their appropriate for some employers. The private and public workplace flexibility program in 1993. sectors must partner to educate and encourage The company encourages its employees organizations to take advantage of this strategy. -
Gender Pay Gap Series
Gender Pay Gap Series Assessing the global picture Supporting gender pay and equity compliance How we can help What is the gender pay gap; playing field in terms of opportunity. The what is pay equity? topic attracts significant investor interest, The gender pay gap relates to the average and regulation is also increasing, meaning difference in pay between men and women. this is both a brand and financial issue. Pay equity or equal pay relates to the question of whether men and women are What is being done about it? paid equally for equal work. Many Most countries have legislation prohibiting organizations have a gender pay gap; this is discrimination in respect of employment typically influenced by a variety of issues, decisions and requiring equal pay for equal but particularly the lack of women at senior work. But the gender pay gap has been slow levels of the organization. That in itself may to close, prompting a number of be driven by a range of reasons, including governments to introduce more stringent lack of career progression, and occupational requirements. These range from requiring and career choices. It does not necessarily employers to report publicly on their gender indicate that there is discrimination either in pay gap, to more aggressive regulation such relation to pay or progression, but in some as requiring disclosure of compensation paid organizations, that may be a factor. to peers and bans on asking job applicants about their previous salary. Investor groups, Why does it matter? particularly in the US and UK, are also Narrowing the gender pay gap is not just becoming more active in using voting powers about addressing inequality. -
Purpose: Flextime: Telecommuting
Department of Medicine Division of General Internal Medicine General Internal Medicine Office Attendance Policy Effective Date: 7/1/2019 Purpose: To provide standards on office attendance for staff. The following entities are covered by this Policy: Division of General Internal Medicine At Duke, we understand the increasing demands that staff members face in their personal and work lives and recognize that their career is just one of the many aspects of their lives. In instances where time in the office may be affected as a result of a personal need, the following options may be discussed with your supervisor to help manage work schedules while continuing to meet work requirements. Flextime: If due to a unique personal need, a flextime working arrangement may be utilized with written agreement from the Division Chief, supervisor and staff member to ensure that during the central portion of the day or “core work time” all staff are present to support the office. In these cases, employees will maintain a standard work week with a modification to their schedules. Example- Mary worked with her supervisor to establish a flextime working arrangement so she would be able to pick her daughter up from school each day and participate in her after-school activities. Mary's flextime schedule allows her to come into work at 7:30 a.m. and leave at 3:30 daily. Telecommuting: Telecommuting (e.g. working from home), is not an organizational-wide benefit and or policy that is available to all employees, and in no way changes the standard policies, terms, and conditions of employment with Duke. -
Risk Attitudes and Human Mobility During the COVID-19 Pandemic
www.nature.com/scientificreports OPEN Risk attitudes and human mobility during the COVID‑19 pandemic Ho Fai Chan1,2*, Ahmed Skali3, David A. Savage2,4, David Stadelmann2,5,6,7 & Benno Torgler1,2,7 Behavioural responses to pandemics are less shaped by actual mortality or hospitalisation risks than they are by risk attitudes. We explore human mobility patterns as a measure of behavioural responses during the COVID‑19 pandemic. Our results indicate that risk‑taking attitudes are a critical factor in predicting reductions in human mobility and social confnement around the globe. We fnd that the sharp decline in mobility after the WHO (World Health Organization) declared COVID‑19 to be a pandemic can be attributed to risk attitudes. Our results suggest that regions with risk‑averse attitudes are more likely to adjust their behavioural activity in response to the declaration of a pandemic even before ofcial government lockdowns. Further understanding of the basis of responses to epidemics, e.g., precautionary behaviour, will help improve the containment of the spread of the virus. In Tackeray’s novel Henry Esmond, for instance, this dread informs the narrative. Te heroine, Lady Castlewood, contracts the disease as an adult. Her husband had been a brave soldier in combat, but he was unable to face a malady that he could not fght and that threatened him not only with death, but also with disfgurement. Unwilling to put his pink complexion and his fair hair at risk, Lord Castlewood took to his heels and deserted his household for the duration of the outbreak. But he was not part of a mass exodus, even though Henry Esmond declares that smallpox was “that dreadful scourge of the world” and a “withering blight” and “pestilence” that “would enter a village and destroy half its inhabitants.” Snowden (2019, p.