Remote work is the practice of working from one's home or another space rather than from an office.
Child care, otherwise known as day care, is the care and supervision of a child or multiple children at a time, whose ages range from two weeks of age to 18 years. Although most parents spend a significant amount of time caring for their child(ren), child care typically refers to the care provided by caregivers that are not the child's parents. Child care is a broad topic that covers a wide spectrum of professionals, institutions, contexts, activities, and social and cultural conventions. Early child care is an equally important and often overlooked component of child's developments.
Flextime is a flexible hours schedule that allows workers to alter their workday and decide/adjust their start and finish times. In contrast to traditional work arrangements that require employees to work a standard 9 a.m. to 5 p.m. day, flextime typically involves a "core" period of the day during which employees are required to be at work, and a "bandwidth" period within which all required hours must be worked. The working day outside of the "core" period is "flexible time", in which employees can choose when they work, subject to achieving total daily, weekly or monthly hours within the "bandwidth" period set by employers, and subject to the necessary work being done. The total working time required of employees on flextime schedules is the same as that required under traditional work schedules.
The working poor are working people whose incomes fall below a given poverty line due to low-income jobs and low familial household income. These are people who spend at least 27 weeks in a year working or looking for employment, but remain under the poverty threshold.
A virtual office is part of the flexible workspace industry that provides businesses with any combination of services, space and/or technology, without those businesses bearing the capital expenses of owning or leasing a traditional office.
Hoteling is a method of office management in which workers dynamically schedule their use of workspaces such as desks, cubicles, and offices. It is an alternative approach to the more traditional method of permanently assigned seating. Hoteling is reservation-based unassigned seating; employees reserve a workspace before they come to work in an office. An alternate method of handling unassigned seating is hot desking, which does not involve reservations; with hot-desking, a worker chooses a workspace upon arrival, rather than reserving it in advance. The use of the term has declined in recent years.
A stay-at-home dad is a father who is the main caregiver of the children and is generally the homemaker of the household. The female equivalent is the stay-at-home mom or housewife. As families have evolved, the practice of being a stay-at-home dad has become more common and socially acceptable. Pre-industrialization, the family worked together as a unit and was self-sufficient. When affection-based marriages emerged in the 1830s, parents began devoting more attention to children and family relationships became more open. Beginning with the Industrial Revolution, mass production replaced the manufacturing of home goods; this shift, coupled with prevailing norms governing sex or gender roles, dictated that the man become the breadwinner and the mother the caregiver of their children.
Microsoft Office Live is a discontinued web-based service providing document sharing and website creation tools for consumers and small businesses. Its successor was branded Windows Live. Office Live consisted of two services, Office Live Workspace, which was superseded by OneDrive, and Office Live Small Business, which was superseded by Office 365.
A virtual workplace is a work environment where employees can perform their duties remotely, using technology such as laptops, smartphones, and video conferencing tools. A virtual workplace is not located in any one physical space. It is usually a network of several workplaces technologically connected without regard to geographic boundaries. Employees are thus able to interact in a collaborative working environment regardless of where they are located. A virtual workplace integrates hardware, people, and online processes.
Work–family conflict occurs when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult. This imbalance creates conflict at the work-life interface.
Google Workspace is a collection of cloud computing, productivity and collaboration tools, software and products developed and marketed by Google. It consists of Gmail, Contacts, Calendar, Meet and Chat for communication; Currents for employee engagement; Drive for storage; and the Google Docs Editors suite for content creation. An Admin Panel is provided for managing users and services. Depending on edition Google Workspace may also include the digital interactive whiteboard Jamboard and an option to purchase add-ons such as the telephony service Voice. The education edition adds a learning platform Google Classroom and today has the name Workspace for Education.
WAHM is an online magazine about work at home jobs, opportunities, and lifestyle. The name is an acronym for "Work at Home Moms," though the magazine covers issues affecting all home business workers and remote workers, both male and female.
Work–life balance in the United States is having enough time for work and enough time to have a personal life in the United States. Related, though broader, terms include lifestyle balance and life balance. The most important thing in work and life is the personal ability to demonstrate and meet the needs of work and personal life in order to achieve goals. People should learn to deal with role engagement management, role conflict management and managing life needs to achieve balance. Balance is about how to properly achieve the desired work and life satisfaction and needs in a conflict situation.
Child care in the United Kingdom is supported by a combination of rights at work, public sector provision and private companies. Child care is usually undertaken by the parents, and more often the mother who takes leave from employment. Early childhood education in a crèche or nursery is not freely available from the public sector, while fee-paying pre-schools are.
Work–family balance in the United States differs significantly for families of different social class. This differs from work–life balance: while work–life balance may refer to the health and living issues that arise from work, work–family balance refers specifically to how work and families intersect and influence each other.
Shared earning/shared parenting marriage, also known as peer marriage, is a type of marriage where partners at the outset agree to adhere to a model of shared responsibility for earning money, meeting the needs of children, doing household chores, and taking recreation time in near equal fashion across these four domains. It refers to an intact family formed in the relatively equal earning and parenting style from its initiation. Peer marriage is distinct from shared parenting, as well as the type of equal or co-parenting that father's rights activists in the United States, the United Kingdom and elsewhere seek after a divorce in the case of marriages, or unmarried pregnancies/childbirths, not set up in this fashion at the outset of the relationship or pregnancy.
The motherhood penalty is a term coined by sociologists who argue that in the workplace, working mothers encounter disadvantages in pay, perceived competence, and benefits relative to childless women. Specifically, women may suffer a per-child wage penalty, resulting in a pay gap between non-mothers and mothers that is larger than the gap between men and women. Mothers may also suffer worse job-site evaluations indicating that they are less committed to their jobs, less dependable, and less authoritative than non-mothers. Thus, mothers may experience disadvantages in terms of hiring, pay, and daily job experience. The motherhood penalty is not limited to one simple cause but can rather be linked to many theories and societal perceptions. However, one prominent theory that can be consistently linked to this penalty is the work-effort theory. It is also based on the mother's intersectionality. There are many effects developed from the motherhood penalty including wage, hiring, and promotion penalties. These effects are not limited to the United States and have been documented in over a dozen other industrialized nations including Japan, South Korea, The United Kingdom, The Netherlands, Poland, and Australia. The penalty has not shown any signs of declining over time.
Corporate child care is a specific form of child care sponsored or managed by an employer. It may be a perk or a part of the corporate social responsibility policy of the company. It can provide the working parents with an opportunity to find work–life balance. The corporations sponsor child care as it may increase employee loyalty, lower workforce absenteeism, decrease maternity leaves and improve on-job concentration.
The maternal wall is a term referring to stereotypes and various forms of discrimination encountered by working mothers and mothers seeking employment. Women hit the maternal wall when they encounter workplace discrimination because of past, present, or future pregnancies or because they have taken one or more maternity leaves. Women may also be discriminated against when they opt for part-time or flexible work schedules. Maternal wall discrimination is not limited to childcare responsibilities. Both men and women with caregiving responsibilities, such as taking care of a sick parents or spouse, may also result in maternal wall discrimination. As such, maternal wall discrimination is also described as family responsibilities discrimination. Research suggests that the maternal wall is cemented by employer stereotypes and gender expectations.
The COVID-19 pandemic affected educational systems across the world. The number of cases of COVID-19 started to rise in March 2020 and many educational institutions and universities closed. Most countries decided to temporarily close educational institutions in order to reduce the spread of COVID-19. UNESCO estimates that at the height of the closures in April 2020, national educational shutdowns affected nearly 1.6 billion students in 200 countries: 94% of the student population and one-fifth of the global population. Closures are estimated to have lasted for an average of 41 weeks. They have had significant negative effects on student learning, which are predicted to have substantial long-term implications for both education and earnings. During the pandemic, education budgets and official aid program budgets for education have decreased.
