Tanya Goldman http://blog.dol.gov/ en Mental Health at Work: Raising Awareness of Current Resources http://blog.dol.gov/2023/05/01/mental-health-at-work-raising-awareness-of-current-resources <span class="field field--name-title field--type-string field--label-hidden">Mental Health at Work: Raising Awareness of Current Resources</span> <div class="clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><center><img src="https://blog.dol.gov/sites/default/files/inline-images/230504-MentalHealth_600.png" alt="Green ribbon. Building mental health-friendly workplaces." class="align-center" /></center><p> </p><p>This Mental Health Awareness Month marks the launch of the Labor Department’s Mental Health at Work initiative, including <a href="https://www.dol.gov/general/mental-health-at-work">a new webpage promoting numerous tools and resources</a>. This initiative will advance wellness in the workforce by reducing stigma and increasing awareness of mental health and wellbeing within workplaces; promoting best practices and compliance by employers; and promoting mental health equity and access, especially for marginalized and vulnerable populations.</p><p>Two related aspects of mental health in the workplace are critical to this initiative. First is a focus on creating positive work environments, where worker needs are met. High-quality jobs that provide safe workplaces, fair pay, paid leave, benefits and opportunities for all team members to be heard form a baseline for employee mental health. Second is supporting employees and colleagues who require care for a mental health condition or substance use disorder. Treating mental health care the same as other medical conditions, in accordance with mental health parity law, helps create a culture where the spirit of supporting the health needs of all workers can flourish. Equity must be woven into such efforts, including in how mental health and substance use disorders are handled in the workplace, and in understanding how lived experiences can impact the mental health needs and treatment of different groups.</p><p>Mental health needs are extremely common. <a href="https://www.cdc.gov/mentalhealth/learn/index.htm#:~:text=1%20in%205%20Americans%20will,illness%20in%20a%20given%20year.&amp;text=1%20in%205%20children%2C%20either,a%20seriously%20debilitating%20mental%20illness.&amp;text=1%20in%2025%20Americans%20lives,bipolar%20disorder%2C%20or%20major%20depression.">One in 5 American adults experience mental illness every year</a>. According to the most recent <a href="https://www.hhs.gov/about/news/2023/01/04/samhsa-announces-national-survey-drug-use-health-results-detailing-mental-illness-substance-use-levels-2021.html">federal data</a>, more than 46 million people in America experienced a substance use disorder in the previous year. Suicide is a leading cause of death in the United States. The COVID-19 pandemic exacerbated rates of anxiety, depression and substance use disorder, as well as workplace stress and burnout. In ADP’s annual <a href="https://www.adpri.org/assets/people-at-work-2023-a-global-workforce-view/">People at Work</a> survey, almost half of workers said that their work is suffering because of poor mental health. Yet there can also be significant stigma around mental illness, including in the workplace, and insufficient access to timely treatment.</p><p>Employers play the most critical role in creating environments where workers are as comfortable seeking support for treating mental health conditions as they are with all other ailments. This is especially important in industries where mental health and substance use conditions are most prevalent, such as construction and mining.</p><p>Employment is recognized as a key social determinant of health. Job quality is an important factor in a person’s mental health and ability to access treatment for mental health conditions. While workplace stress and poor job quality can negatively affect workers’ mental health, workplaces can also provide important connections to resources, supports, accommodations, and benefits designed to improve our mental health and facilitate equitable access to treatment.</p><p>Read up on the resources that are available now to improve overall mental health in the workplace, such as OSHA’s new <a href="https://www.osha.gov/workplace-stress">workplace stress toolkit</a>. Share the link to <a href="https://www.dol.gov/mentalhealth"><strong>dol.gov/MentalHealth</strong></a> to spread the message to friends, colleagues and through professional networks. Starting this month, let awareness lead to actions that make permanent positive changes to workplace culture nationwide.</p><p><em>Tanya Goldman is a counselor to the secretary of labor.</em></p></div> <span class="field field--name-uid field--type-entity-reference field--label-hidden"><span lang="" about="/users/lmcginnis" typeof="schema:Person" property="schema:name" datatype="" content="McGinnis.Laura.K@dol.gov">McGinnis.Laura…</span></span> <span class="field field--name-created field--type-created field--label-hidden"><time datetime="2023-05-01T08:47:41-04:00" title="Monday, May 1, 2023 - 08:47" class="datetime">Mon, 05/01/2023 - 08:47</time> </span> <div class="field field--name-field-blog-featured-image field--type-image field--label-hidden field__item"> <img loading="lazy" src="/sites/default/files/GreenRibbon-01.png" width="500" height="360" alt="Building mental-health-friendly workplaces." typeof="foaf:Image" /> </div> <a href="/taxonomy/term/4444" hreflang="en">Tanya Goldman</a> <div class="blog-tags"> <span>Tags:</span> <ul> <li><a href="/tag/mental-health" hreflang="en">mental health</a></li> <li><a href="/tag/mental-health-awareness-month" hreflang="en">Mental Health Awareness Month</a></li> <li><a href="/taxonomy/term/4576" hreflang="en">workplace stress</a></li> <li><a href="/tag/occupational-safety-and-health-administration-osha" hreflang="en">Occupational Safety and Health Administration (OSHA)</a></li> </ul> </div> Mon, 01 May 2023 12:47:41 +0000 McGinnis.Laura.K@dol.gov 4526 at http://blog.dol.gov What the Blueprint for an AI Bill of Rights Means for Workers http://blog.dol.gov/2022/10/04/what-the-blueprint-for-an-ai-bill-of-rights-means-for-workers <span class="field field--name-title field--type-string field--label-hidden">What the Blueprint for an AI Bill of Rights Means for Workers</span> <div class="clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><!-- START TWITTER CARD --><meta name="twitter:card" content="summary_large_image" /><link href="https://blog.dol.gov/2022/10/04/what-the-blueprint-for-an-ai-bill-of-rights-means-for-workers rel=" /><meta name="twitter:title" content="What the Blueprint for an AI Bill of Rights means for Workers" /><meta name="twitter:image:alt" content="What the Blueprint for an AI Bill of Rights means for Workers" /><meta name="twitter:description" content="What the Blueprint for an AI Bill of Rights means for Workers." /><meta name="twitter:image" content="https://blog.dol.gov/sites/default/files/inline-images/GettyImages-1223929864.jpg" /><meta property="og:image:url" content="https://blog.dol.gov/sites/default/files/inline-images/GettyImages-1223929864.jpg" /><meta property="og:image:type" content="image/png" /><meta property="og:image:alt" content="What the Blueprint for an AI Bill of Rights means for Workers" /><!-- END TWITTER CARD --><img alt="An illustration of a group of workers using technology" data-entity-type="file" data-entity-uuid="31ca9c16-885e-464b-99ea-72a4d64c196f" height="346" src="/sites/default/files/inline-images/GettyImages-1223929864.jpg" width="726" class="align-center" loading="lazy" /><p style="margin-bottom:11px">The growth of Artificial Intelligence, including the use of algorithms and automated management systems, poses unique opportunities and challenges in the workplace. It also carries the risk of increasing inequities and prejudicial outcomes for workers, from hiring decisions to scheduling, disparities in pay, promotions, demotions, and termination.</p> <p>Some of these systems pose particular risks for women and workers of color, by potentially embedding systemic biases, and also because these workers are <a href="https://laborcenter.berkeley.edu/data-algorithms-at-work/">more likely to be working</a> in sectors utilizing this technology. Workers are also affected by AI systems when accessing benefits or services, such as unemployment insurance. This growth of AI in the employment and benefits space should capitalize on opportunities to enhance decision-making and efficiency, but should also protect workers’ privacy, safety, and rights.</p> <p>Workers are coping with unprecedented and enhanced forms of electronic monitoring and productivity tracking, according to Labor Department stakeholders. These technologies, they tell us, are negatively affecting their workplace conditions and health and safety, including their mental health. For instance, call center agents, who are often electronically monitored and held to similarly intensive productivity standards as warehouse workers, report high levels of stress, difficulties sleeping, and repetitive stress injuries. In addition, constant monitoring may discourage workers from engaging in legally protected activities, including taking action with other co-workers to improve working conditions, organizing and collectively bargaining, or filing complaints about violations of labor and employment rights laws with government agencies. </p> <p>Even when workers know data about them is being collected and used to monitor their performance and provide valuable information to their employer, they don’t control or own this data. In addition, a lack of human oversight in automated systems may mean an inability to correct or appeal adverse employment decisions or benefits determinations.</p> <p>Monitoring practices have become more common with increased remote work. This is particularly true for occupations which require large amounts of computer work. For instance, some companies require workers to install facial or eye recognition systems that scan workers’ faces at regular intervals to verify their identity and ensure that they are in front of their computer and on task. If workers look away from their screens for too long the system would register them as no longer at work.</p> <p>The administration’s <a href="https://www.whitehouse.gov/ostp/ai-bill-of-rights">Blueprint for an AI Bill of Rights</a>, which followed extensive collaboration with stakeholders and across the federal government, acknowledges and notes steps employers can take to mitigate these potential harms. The Blueprint shares five aspirational and interrelated principles for building and deploying automated systems that are aligned with democratic values and protect civil rights, civil liberties and privacy:</p> <ol><li> <p><a name="_Toc103152733" id="_Toc103152733"></a><b>Safe and Effective Systems: </b>You should be protected from unsafe or ineffective systems. This includes protecting you from foreseeable harms from uses or impacts of automated systems.</p> </li> <li> <p><strong>Algorithmic Discrimination Protections: </strong>You should not face discrimination by algorithms and systems should be used and designed in an equitable way.</p> </li> <li> <p><strong>Data Privacy: </strong>You should be protected from abusive data practices with built-in protections and you should have choices over how data about you is used.</p> </li> <li> <p><strong>Notice and Explanation:</strong> You should know an automated system is being used and understand how it can impact you.</p> </li> <li> <p><strong>Human Alternatives, Consideration and Fallback: </strong>You should have access to appropriate human alternatives and other remedies for systems resulting in discrimination or other harms.</p> </li> </ol><p>The Blueprint for an AI Bill of Rights also includes a technical companion with concrete steps that can be taken now to integrate these principles into the use of AI. Many of these are topics the Department of Labor is already exploring. For example, the Office of Federal Contract Compliance Programs and the Equal Employment Opportunity Commission launched a <a href="https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.dol.gov%2Fagencies%2Fofccp%2FHire-Initiative&amp;data=05%7C01%7CGoldman.Tanya.L%40dol.gov%7Ca2370d1af54c4eeb33c608da9be6f78d%7C75a6305472044e0c9126adab971d4aca%7C0%7C0%7C637993713538743678%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&amp;sdata=T52oQ2L%2FMtN%2FgD4rYKOWL3kn6tCi%2FEZ28dsyhgmOLm8%3D&amp;reserved=0">multiyear collaborative effort to reimagine hiring and recruitment practices</a>, including in the use of automated systems. In a recent <a href="https://www.dol.gov/agencies/ofccp/September-13-2022-Roundtable">roundtable</a>, speakers explored potential barriers automated technologies present to diversity, equity, inclusion, and accessibility.</p> <p>The Office of Labor Management Standards is <a href="https://blog.dol.gov/2022/09/15/how-were-ramping-up-our-enforcement-of-surveillance-reporting">ramping up enforcement of required surveillance reporting</a> to protect worker organizing. The Partnership on Employment &amp; Accessible Technology (PEAT), funded by the Office of Disability Employment Policy at the Department of Labor, has released the <a href="https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.peatworks.org%2Fai-disability-inclusion-toolkit%2F&amp;data=05%7C01%7CGoldman.Tanya.L%40dol.gov%7Ca2370d1af54c4eeb33c608da9be6f78d%7C75a6305472044e0c9126adab971d4aca%7C0%7C0%7C637993713538743678%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&amp;sdata=ezPM0iEUp8WCmIWArUhXcoarG%2BWjbr%2Fa0DbgjyeyQdg%3D&amp;reserved=0">AI &amp; Disability Inclusion Toolkit</a> and the <a href="https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.peatworks.org%2Fai-disability-inclusion-toolkit%2Fthe-equitable-ai-playbook%2F&amp;data=05%7C01%7CGoldman.Tanya.L%40dol.gov%7Ca2370d1af54c4eeb33c608da9be6f78d%7C75a6305472044e0c9126adab971d4aca%7C0%7C0%7C637993713538743678%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&amp;sdata=1SMlW3Zpqn%2BIBY3xMqf9h0GY1NDSTu2qtjWcTF5sGHs%3D&amp;reserved=0">Equitable AI Playbook</a>.</p> <p>Businesses will increasingly look to adopt AI tools that automate decision-making and promote productivity, efficiency, customer satisfaction, and worker safety, among other goals. This Blueprint provides the framework to ensure these tools are safe and effective, do not have unintended consequences, and are not used to threaten workers’ access to a healthy and safe workplace, collective action and labor representation, and a workplace free from discrimination. Ensuring worker input and voice are included in the design and deployment of such AI is critical to enhancing its value in the workplace.</p> <p><em>Tanya Goldman is a senior counselor to the secretary of labor. </em></p> <p> </p> </div> <span class="field field--name-uid field--type-entity-reference field--label-hidden"><span lang="" about="/users/burke.alison.e%40dol.gov" typeof="schema:Person" property="schema:name" datatype="" content="Burke.Alison.E@dol.gov">Burke.Alison.E…</span></span> <span class="field field--name-created field--type-created field--label-hidden"><time datetime="2022-10-04T06:00:00-04:00" title="Tuesday, October 4, 2022 - 06:00" class="datetime">Tue, 10/04/2022 - 06:00</time> </span> <div class="field field--name-field-blog-featured-image field--type-image field--label-hidden field__item"> <img loading="lazy" src="/sites/default/files/GettyImages-1223929864.jpg" width="856" height="408" alt="An illustration of a group of workers using technology" typeof="foaf:Image" /> </div> <a href="/taxonomy/term/4444" hreflang="en">Tanya Goldman</a> <div class="blog-tags"> <span>Tags:</span> <ul> <li><a href="/taxonomy/term/3974" hreflang="en">artificial intelligence</a></li> <li><a href="/taxonomy/term/3971" hreflang="en">emerging technology</a></li> <li><a href="/tag/hiring" hreflang="en">hiring</a></li> <li><a href="/taxonomy/term/3973" hreflang="en">AI</a></li> <li><a href="/taxonomy/term/4447" hreflang="en">AI Bill of Rights</a></li> </ul> </div> Tue, 04 Oct 2022 10:00:00 +0000 Burke.Alison.E@dol.gov 4323 at http://blog.dol.gov The Benefits of Fair Scheduling for Workers and Businesses http://blog.dol.gov/2022/09/30/the-benefits-of-fair-scheduling-for-workers-and-businesses <span class="field field--name-title field--type-string field--label-hidden">The Benefits of Fair Scheduling for Workers and Businesses</span> <div class="clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><!-- START TWITTER CARD --><meta name="twitter:card" content="summary_large_image" /><link href="/2022/09/30/the-benefits-of-fair-scheduling-for-workers-and-businesses” rel=" /><meta name="twitter:title" content="The Benefits of Fair Scheduling for Workers and Businesses”/&gt;&lt;meta name=" twitter:image:alt="" /><meta name="twitter:description" content="We're exploring flexibility really means for hourly and frontline workers – and solutions for promoting fair scheduling practices that benefit workers and business." /><meta name="twitter:image" content="https://blog.dol.gov/sites/default/files/inline-images/GettyImages-1230784005.jpg" /><meta property="og:image:url" content="https://blog.dol.gov/sites/default/files/inline-images/GettyImages-1230784005.jpgg" /><meta property="og:image:type" content="image/png" /><meta property="og:image:alt" content="A female worker holding a tablet folds sweaters in a clothing store." /><!-- END TWITTER CARD --><img alt="A woman holding a tablet folds sweaters on a table in a shop." data-entity-type="file" data-entity-uuid="adbec952-e43f-4cab-af1c-79591519f2c2" height="476" src="/sites/default/files/inline-images/GettyImages-1230784005.jpg" width="716" class="align-center" loading="lazy" /><p paraeid="{e0c5fbd3-fed9-42f6-b388-128f7f65cb0a}{245}" paraid="1962452424">COVID-19 upended our lives and changed the way millions of Americans work. One of the most dramatic employment changes during the pandemic was the significant increase in employees working from home: <a href="https://www.bls.gov/news.release/archives/atus_07222021.pdf" rel="noreferrer noopener" target="_blank">42% of employed workers worked from home in 2020</a>, nearly double the percentage working from home in 2019.  </p> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{35}" paraid="180433422">Yet while remote work was widely adopted across different sectors and jobs<a href="https://www.bls.gov/news.release/archives/atus_07222021.pdf" rel="noreferrer noopener" target="_blank">, many pre-pandemic patterns persisted</a>: Workers with higher levels of formal education, those with higher wages, and those working in white-collar jobs like those in financial activities and in professional and business services were all much more likely to transition to working from home. This was not without challenges for workers, <a href="https://www.brookings.edu/blog/up-front/2021/07/22/time-waited-for-no-mom-in-2020/#:%7E:text=In%202020%2C%20mothers%20of%20younger,of%20the%20COVID%2D19%20pandemic." rel="noreferrer noopener" target="_blank">particularly given the increase in caregiving responsibilities for working parents</a>. While the percentage of those working from home has decreased since 2022 there continues to be an ongoing conversation about what “return to the office” should look like,<a href="https://www.youtube.com/watch?v=WNvzEmmCELo "> a topic discussed at a prior Future of Work Event held in June 2022.  </a></p> <h5 paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{73}" paraid="1969772904"><strong>Promoting flexibility when remote work doesn’t work </strong></h5> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{85}" paraid="1824152931">But for many workers, working from home was never a feasible option. Service occupations, like those in retail and food service, <a href="https://www.bls.gov/opub/mlr/2020/article/ability-to-work-from-home.htm" rel="noreferrer noopener" target="_blank">are far less likely to provide the ability to telework</a> than office and administrative support positions, for example.  </p> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{98}" paraid="1531978192">For these workers, many of whom were deemed essential during the pandemic and never stopped reporting to their workplace, “flexibility” is much less likely to include options about where the work takes place. However, this does not mean that in-person work cannot be flexible or that flexibility is necessarily more challenging to offer as a workplace benefit.  </p> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{118}" paraid="237333849">When workers have control over scheduling factors like start and stop times or days when work is performed, they’re able to better manage conflicting responsivities that virtually all working people face. Whether it’s pushing back a shift to wait for a plumber to fix a leaking pipe or needing to leave early to pick up a child or attend an important event like a graduation, everyone has a need for flexibility from time-to-time. Yet as of 2017-2018 (the last year with available data) only <a href="https://www.bls.gov/news.release/flex2.htm#cps_jf_table4.f.1" rel="noreferrer noopener" target="_blank">55% of all service workers and two-thirds of workers in the leisure and hospitality industry reported that they had flexible schedules</a>, and less than 1 in 5 had a formal flexibility policy or arrangement with their employer.  </p> <h5 paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{173}" paraid="223421930"><strong>The predictability predicament  </strong></h5> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{179}" paraid="2072336877">But too often the focus on flexibility ignores another, and in some cases more pressing, issue: predictability in scheduling. When workers lack predictable and stable schedules it can have serious consequences for their lives, making it difficult if not impossible to hold a second job, gain additional education or training, or manage caregiving responsibilities.  </p> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{193}" paraid="1592688949">This can be particularly challenging for workers employed in businesses that are open on weekends or outside the core business hours of 9 a.m. to 5 p.m. <a href="https://www.bls.gov/news.release/flex2.t07.htm" rel="noreferrer noopener" target="_blank">One-in-every-three service workers works a non-daytime schedule</a>, a higher rate than in any other occupational group. And <a href="https://www.bls.gov/news.release/flex2.t07.htm" rel="noreferrer noopener" target="_blank">more than one-third of leisure and hospitality workers had non-daytime shifts</a>, a higher percentage than workers in any other industry. </p> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{215}" paraid="1450820651">Even more challenging is the fact that <a href="https://www.bls.gov/news.release/flex2.t05.htm" rel="noreferrer noopener" target="_blank">more than one-quarter (26%) of leisure and hospitality workers knew their work schedules less than 1 week in advance</a>, with similar rates (23%) for all workers in service occupations. Arranging for child care, enrolling in classes, or even engaging in structured leisure activities like a city softball league become infinitely more difficult when work schedules can change frequently and with little advance warning.  </p> <h5 paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{239}" paraid="306334849"><strong>Flexibility is a win for workers <em>and </em>employers </strong></h5> <p paraeid="{968ecdeb-ff3d-4bfb-b823-601296eee59d}{249}" paraid="1690375756">In a tight labor market like the one we are experiencing now, <a href="https://www.whitehouse.gov/cea/written-materials/2022/04/06/blocking-the-low-road-and-paving-the-high-road-management-practices-to-improve-productivity/" rel="noreferrer noopener" target="_blank">non-monetary benefits like scheduling flexibility and predictability can help recruit workers, reduce turnover</a>, and increase productivity. While pervasive scheduling issues are common in sectors like retail, hospitality, and food service, <a href="https://www.abetterbalance.org/resources/fact-sheet-state-and-city-laws-and-regulations-on-fair-and-flexible-scheduling/" rel="noreferrer noopener" target="_blank">many cities and states have passed </a><a href="https://www.abetterbalance.org/resources/fact-sheet-state-and-city-laws-and-regulations-on-fair-and-flexible-scheduling/">"fair workweek" laws</a> to provide additional labor protections to workers. Additionally, unions have long played an important role in promoting flexibility, as <a href="https://www.dol.gov/sites/dolgov/files/general/labortaskforce/images/charts/um-chart-v8-schedules.png" rel="noreferrer noopener" target="_blank">workers who are represented by a union are more likely to know their schedule in advance</a> compared with non-union workers. </p> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{31}" paraid="569754559">And many employers are also exploring – and benefiting – from innovations and new scheduling practices that are part of successful business strategies. Most companies – especially large ones – no longer map out schedules by hand, and shift-swapping apps and other technology can be used to increase scheduling stability and enhance employer profits, particularly if carried out with worker input into design and deployment. For example, when Gap experimented with a pilot set of policies to ensure more predictable schedules in a handful of locations, <a href="https://equitablegrowth.org/new-research-explains-how-better-quality-work-schedules-increase-u-s-retail-workers-productivity-and-store-profits/" rel="noreferrer noopener" target="_blank">store productivity improved as sales revenue and labor savings both increased</a>, resulting in significantly better outcomes for the company and for workers relative to locations that were not part of the pilot program.  </p> <h5 paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{72}" paraid="381722462"><strong>Join our discussion on the future of fair scheduling </strong></h5> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{80}" paraid="2076631201">So, where do we go from here? <a href="https://www.eventbrite.com/e/the-benefits-of-fair-scheduling-for-workers-and-businesses-tickets-420398582477">On Thursday, Oct. 6, from 10:30-11:30 a.m. ET Secretary of Labor Marty Walsh will host a panel discussion</a> representing diverse perspectives on what flexibility really means for hourly and frontline workers – and solutions for promoting fair scheduling practices that benefit workers and business. The secretary will be joined by: </p> <ul role="list"><li aria-setsize="-1" data-aria-level="1" data-aria-posinset="1" data-font="Symbol" data-leveltext="" data-listid="2" role="listitem"> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{107}" paraid="1161763086"><strong>U.S. Rep. Rosa DeLauro of Connecticut, </strong>chair of the House Appropriations Committee  </p> </li> <li aria-setsize="-1" data-aria-level="1" data-aria-posinset="2" data-font="Symbol" data-leveltext="" data-listid="2" role="listitem"> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{116}" paraid="770541210"><strong>Karen Nagjee</strong>, AT&amp;T Mobility retail sales consultant, represented by CWA Local 3204 in Atlanta, Georgia  </p> </li> </ul><ul role="list"><li aria-setsize="-1" data-aria-level="1" data-aria-posinset="1" data-font="Symbol" data-leveltext="" data-listid="2" role="listitem"> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{125}" paraid="5518715"><strong>Artavia Milliam</strong>, represented by RWDSU Local 1102 in Woodbury, New York </p> </li> <li aria-setsize="-1" data-aria-level="1" data-aria-posinset="2" data-font="Symbol" data-leveltext="" data-listid="2" role="listitem"> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{140}" paraid="691076807"><strong>Michael Lastoria</strong>, co-founder &amp; CEO of &amp;pizza </p> </li> <li aria-setsize="-1" data-aria-level="1" data-aria-posinset="3" data-font="Symbol" data-leveltext="" data-listid="2" role="listitem"> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{151}" paraid="488690640"><strong>Danny Schneider,</strong> Malcolm Wiener Professor of Social Policy at the Harvard Kennedy School, Professor of Sociology at Harvard University, and co-director of The Shift Project </p> </li> </ul><p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{162}" paraid="1210580205"><a href="https://www.eventbrite.com/e/the-benefits-of-fair-scheduling-for-workers-and-businesses-tickets-420398582477">Register to attend in person</a> or watch live at <a href="http://www.dol.gov/live" rel="noreferrer noopener" target="_blank">www.dol.gov/live</a> to join this important conversation.  </p> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{162}" paraid="1210580205"> </p> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{171}" paraid="487508856"><em>Sarah Jane (SJ) Glynn is a senior advisor in the U.S. Department of Labor’s Women's Bureau and Tanya Goldman is a senior counselor to the secretary of labor.  </em></p> <p paraeid="{ea486a15-e03d-4ab0-b980-a3b457292eb1}{187}" paraid="1803140558"> </p> </div> <span class="field field--name-uid field--type-entity-reference field--label-hidden"><span lang="" about="/users/burke.alison.e%40dol.gov" typeof="schema:Person" property="schema:name" datatype="" content="Burke.Alison.E@dol.gov">Burke.Alison.E…</span></span> <span class="field field--name-created field--type-created field--label-hidden"><time datetime="2022-09-30T13:12:03-04:00" title="Friday, September 30, 2022 - 13:12" class="datetime">Fri, 09/30/2022 - 13:12</time> </span> <div class="field field--name-field-blog-featured-image field--type-image field--label-hidden field__item"> <img loading="lazy" src="/sites/default/files/GettyImages-1230784005.jpg" width="2121" height="1414" alt="A woman holding a tablet folds sweaters on a table in a shop." typeof="foaf:Image" /> </div> <a href="/taxonomy/term/4233" hreflang="en">Sarah Jane Glynn</a>, <a href="/taxonomy/term/4444" hreflang="en">Tanya Goldman</a> <div class="blog-tags"> <span>Tags:</span> <ul> <li><a href="/tag/workplace-flexibility" hreflang="en">workplace flexibility</a></li> <li><a href="/tag/future-of-work" hreflang="en">future of work</a></li> </ul> </div> Fri, 30 Sep 2022 17:12:03 +0000 Burke.Alison.E@dol.gov 4322 at http://blog.dol.gov