Workplace family support
- 84 Health and wellness awareness
- 85 Integrative design
- 86 Post-occupancy surveys
- 87 Beauty and design I
- 88 Biophilia I - qualitative
- 89 Adaptable spaces
- 90 Healthy sleep policy
- 91 Business travel
- 92 Building health policy
- 93 Workplace family support
- 94 Self-monitoring
- 95 Stress and addiction treatment
- 96 Altruism
- 97 Material transparency
- 98 Organizational transparency
- 99 Beauty and design II
- 100 Biophilia II - quantitative
- P5 Health through housing equity
- P6 Education space provisions
93. Workplace family support
To ensure occupants are able to properly care for themselves and their families by adopting supportive family care policies.
Work-life balance can often be overlooked and personal lives neglected to work responsibilities. Family care policies ensure that employees are able to take the necessary time off for self-care and balance their work and personal lives in a healthy manner. Research shows that employees with extensive time-flexible policies report lower stress levels.
Employers provide the following:
Employers provide at least one of the following:
Employers provide the following:
|Core & Shell||New & Existing Buildings||New & Existing Interiors|
|Part 1: Parental Leave||-||O||O|
|Part 2: Employer Supported Child Care||-||O||O|
|Part 3: Family Support||-||O||O|
|Commercial Kitchen||Education||Multifamily Residential||Restaurant||Retail|
|Part 1: Parental Leave||-||O||-||O||O|
|Part 2: Employer Supported Child Care||-||O||-||O||O|
|Part 3: Family Support||-||O||-||O||O|
Verification Methods Matrix
|Letters of Assurance||Annotated Documents||On-Site Checks|
|Part 1: Parental Leave||Policy Document|
|Part 2: Employer Supported Child Care||Policy Document|
|Part 3: Family Support||Policy Document|
US federal law entitles eligible employees to up to 12 workweeks of leave during any 12-month period for reasons listed in § 2612(a)(1), including the birth of a child, or placement of a child with the employee for adoption or foster care.
United States federal law permits eligible employees to receive up to 12 workweeks of leave during any 12-month period for an employee to care for a spouse, child or parent with a serious health condition.
The National Partnership for Women and Families' "Expecting Better" recognizes US states that improve upon federal law by "providing all nursing mothers with reasonable break times and/or a place other than a bathroom to express breast milk at work."
The National Partnership for Women and Families' Expecting Better recognizes US states that allow workers to use their earned paid sick days to care for either a new child or an ill family member.
Sloan Work and Family Research Network's "Why is Employer-Supported Child Care an Important Business Issue" notes that subsidies and vouchers provide tax credits for employers and lower employees' personal financial expenses.
Sloan Work and Family Research Network's "Why is Employer-Supported Child Care an Important Business Issue" states that on-site childcare centers increase loyalty to an organization and reduce commuting time for employees.
A 2015 Presidential Memorandum from the White House directs federal agencies to ensure employee policies offering 240 hours (equivalent to 6 workweeks) of advanced (i.e., paid) sick leave for appropriate uses, including the birth or adoption of a child.