Flexible Work Arrangements
Camilla King Lewis
Thomas Edison State College

HRM 540- Lifestyle Benefits and Compensation
Professor James Krolik
March 3, 2013

Table of Contents
I. Introduction 2
II. Current environment 3
III. Why Flexible Work Arrangements? 4
IV. General Telecommuting Statistics 5
V. Overall Growth of Telecommuting 5
VI. Return on Investment 6
VII. The Sacrifices of Flexible Work 7
VIII. The Management Challenge 7
IX. The Third Wave of Virtual Work 8
X. In Conclusion 8

I. Introduction

Experts have reported that the typical telecommuter is educated, a generation X employee with an annual salary of approximately $58,000 (teleworkresearch.com). Flexible is a term that covers a variety of arrangements such as; unconventional hours, part-time work, job sharing, leaves of absence, and working at home (Deutschman, 1991). They also suggest that the national telecommuting savings would total over $700 Billion a year including: * A typical business would save $11,000 per person per year * The telecommuters would save between $2,000 and $7,000 a year * The oil savings would equate to over 37% of our Persian Gulf imports * The greenhouse gas reduction would be the equivalent of taking the entire New York State workforce permanently off the road.
The overall trend of telecommuting has shown a steady growth of 73% between 2005 through 2011. Best practice organizations are incorporating telecommuting as a recruitment offering to broaden the pool of attracting the best and most talented. Over 79% of American workers (50 million) are capable and want to telecommute.
It is our corporate imperative and challenge to ensure that we offer flexible work arrangement options that complements our strategic initiative while enhancing our workforce culture.

II. Current environment

The workforce turnover rate has