A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

Abstract

BackgroundEffective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA.MethodsThe intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA.ResultsMore than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA.ConclusionCBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.

Colorectal cancer survivors' challenges to returning to work: A qualitative study

“…Findings from our study support previous research that suggests improving communication between frontline managers and human resources managers is crucial for enabling employees to fully benefit from existing policies and regulations (Laharnar, Glass, Perrin, Hanson, & Kent, ). It furthermore is crucial that employers learn more about the effects of cancer and its treatment—as echoed by survivor participants in our study—as lack of knowledge can serve as a barrier to survivors' RTW (McKay, Knott, & Delfabbro, ; Stergiou‐Kita et al, ; Tiedtke, Dierckx De Casterle, Donceel, & Rijk, ).…”

The Magnitude and Effect of Work-Life Imbalance on Cognition and Affective Range among the Non-Western Population: A Study from Muscat.

“…Published literature shows that most work-life balance interventions involved the provision of employee bene ts and services such as paid parental leave, job reorganizing such as exible work hours, and initiatives to embed work-life balance within organizational cultures 55 . In the United States, Family and Medical Leave Act (FMLA) has been recognized as a work-life bene t that helps employees balance their work and family demands by permitting unpaid but job-secure leave from work for their own or their families' needs 56 . This leave has been associated with increased job satisfaction, productivity, and retention, in addition to reduced work-family con icts 56 .…”

“…In the United States, Family and Medical Leave Act (FMLA) has been recognized as a work-life bene t that helps employees balance their work and family demands by permitting unpaid but job-secure leave from work for their own or their families' needs 56 . This leave has been associated with increased job satisfaction, productivity, and retention, in addition to reduced work-family con icts 56 . A study by Panda & Sahoo revealed the importance of human resource interventions, speci cally team building and communication for maintaining a proper balance between work life and family life 57 .…”

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“…Further, 13 states have IPV workplace awareness and safety policies, and three (New York, Illinois, Oklahoma) require IPV education and training. While all 50 states have at least one policy providing leave for general crime victims, only 15 US states and the District of Columbia provide protected leave specifically to IPV survivors [for more details on the laws see Swanberg et al, ; Laharnar et al, ; Legal Momentum, ]. State level differences in leave requirements and coverage make law implementation a challenge, especially for national and multi‐national companies.…”