Search

Of the 108 million women age 16 or over who were part of the 1999 civilian noninstitutional U.S. population, 65 million (about 60%) were either employed or actively looking for work. In 1999, black, white, and Hispanic women participated in the labor force at rates of 63.5%, 59.6%, and 55.9%, respectively. According to projections, women will constitute 48% of the labor force in 2008. Rates of women's labor force participation by educational levels in 1999 were as follows: less than a high school diploma, 31.9%; high school diploma, 55.9%; some college, 66.1%; and college graduate, 74.8%. In 1999, 75% of the United States' 62 million employed women were employed full-time. The largest share of employed women worked in technical, sales, and administrative support occupations. In February 2000, women accounted for 14.4% of military personnel. In 1999, 3.4 million were self-employed, 3.7 million held multiple jobs, and 2.9 million were contingent workers. On average, women earned 77% of what men earned. Women maintained 22% of the 34.8 million U.S. families with children under 18. (Concluding the document are addresses and contact information for the 10 regional offices of the U.S. Department of Labor Women's Bureau and the bureau's National Resource and Information Center.) (MN)

This publication presents six primary tools employers can use to narrow or eliminate pay gaps in their workplaces. After each tool is a discussion of the problem and examples of "best practices" by employers that have won the Department of Labor's Opportunity 2000 and EVE (Exemplary Voluntary Efforts) awards. The report is divided into six tools: "Tool #1: Evaluate Your Compensation System--Are there wage gaps between women and men at your company that cannot be explained by legitimate nondiscriminatory factors?" Examples of best practices are Blue Cross Blue Shield of Delaware, Pacific Northwest National Laboratory (PNNL), and Eli Lilly and Company (Lilly); "Tool #2: Establish Effective Recruitment, Hiring, and Promotion Practices--How effective are you at recruiting, hiring, and promoting qualified women and minorities?" Examples of best practices are Hawaiian Electric Company, Inc., PNNL, and Lilly; "Tool #3: Address Diversity--Do you address diversity?" An example of best practice is Payne & Dolan, Inc; "Tool #4: Implement Mentoring Programs--Do you have a formal mentoring program?" An example of best practice is Lilly, "Tool #5: Have a System To Ensure Accountability--What tools do you have in place to monitor progress and hold people accountable for equal opportunity and equal pay in your workplace?" Do senior executives support their use? An example of best practice is Lilly; Tool #6 suggests four Web sites that offer information and technical assistance. (YLB)

This guide is designed to provide women job seekers with tools to help them obtain the job and salary they want and deserve. It begins with information about the labor market in general. These sources of information about jobs are described: networking; private employers; one-stop career centers; America's Job Bank; federal, state, and local government; local public libraries; newspaper advertisements; local telephone book; private employment and temporary agencies; community colleges and trade schools; proprietary schools; community organizations; faith organizations; veterans' placement centers; union and apprenticeship programs; government-sponsored training programs; executive search firms; and journals and newsletters. Information is provided on rights against discrimination in training, referral, or hiring. A list of tips for an effective resume is followed by tips to prepare for an interview, to interview, and to close the interview. A discussion focuses on how to negotiate for the pay package the job seeker wants. Information is provided on the wage gap between women and men, job segregation, change in the wage gap, and prohibitions against wage discrimination. Suggestions are made for steps to follow if a woman believes that she is being discriminated against or paid unfair wages. Appendixes include listings of 8 endnotes, 7 sources, and 11 resources. (YLB)

A study conducted a questionnaire survey of 70 refugee women in Illinois and 2 service provider focus groups to assess the effects of welfare changes on refugee women and to identify barriers to workforce participation. Survey findings were that refugee women in the workforce are concentrated in low-wage jobs and do not earn enough income to move completely off welfare; 54 percent of working refugee women receive no benefits from their employers; limited English proficiency is a major barrier to workforce participation and long-term economic self-sufficiency; level of education alone is not a clear determinant of employability; and refugee women need information on child-care subsidy and more time to prepare for employment. Focus group findings were that ongoing education and training on welfare eligibility rules and implications are needed; English proficiency is the most significant roadblock to employment for both newly arrived and long-term refugees on public assistance; child care is a major barrier to employment for refugee women; refugee women who are long-time United States residents and who continue to receive public assistance are among the most difficult to employ; and welfare reform does not take into account the special needs of refugee women. (Twenty-six figures are included.) (YLB)

As the elderly population continues to grow, more elderly persons are requiring assistance with activities of daily living. Women are the traditional caregivers to the elderly, and the many women who also participate in the paid labor force must face the challenges of meeting both work and family obligations. Types of elder care assistance not necessarily provided through the workplace include the following: geriatric care managers; homemakers and home health aides; companions/friendly visitors; telephone reassurance systems; respite care; daily money managers; home-delivered meals; chore and home repair; legal assistance or resources; family and medical leave; and assistance with financing care. The following are among ways employers can help their employees with elder care: conduct a needs assessment to determine employees' need for and interest in assistance; refer employees to elder care resource and referral services; offer seminars providing basic information about elder care-related issues; provide employee assistance programs; offer counseling and long-term care insurance; support visiting nurse services and adult day care; develop an elder care pager program; establish flexible spending or dependent care accounts; and assist with transportation. (Concluding this document are the following: list of selected resource materials and organizations; 33 endnotes; and 14 Women's Bureau regional addresses and contacts.) (MN)

Increasing numbers of employers are responding to employee child care needs by revising their benefit packages, work schedules, and recruitment plans to include child care options. This guide details ways to develop effective child care programs and policies. Section 1 of the guide describes employees' growing child care needs and employers' benefits from child care. Section 2 presents steps an employer should take in deciding whether to implement a child care program or policy, including a careful investigation of employees' child care needs and preferences and the employer's goals and resources, as well as an awareness of the supply of and demand for child care services in the community. Section 3 offers detailed descriptions, including advantages and disadvantages, of a range of child care options falling under the categories of direct services, information services, educational services, alternative work schedules, and flexible benefits. Section 4 identifies federal agencies involved in or knowledgeable about child care initiatives. (KB)

Although the gap between women's and men's wages differs slightly depending on how the gap is measured, no matter how they are measured, women's earnings are below those received by men in 97% of the occupations for which data are available. Since 1979, women's earnings have been climbing when compared with men's earnings, gaining steeply during the 1980s. Differences emerge when different age and racial groups are considered, however. After the recession in the early 1990s, however, women's labor force participation rate stalled for about 3 years. During that same period, the trend toward closing of the wage gap slowed. The reasons for the slowdown in the earnings ratio climb remain unclear. Research has identified a number of possible causes for differences in women's and men's earnings: women's continued clustering in certain occupations; young women's choice of school major and career; women's generally fewer years of participation in the work force and resultant lack of seniority; and sex discrimination. Some of these causes could be addressed by, for example, increasing women's time in the work force and providing child care benefits, flextime, and family leave policies by employers. Of particular interest to educators is Figure 5: "Earnings and Education by Sex/Race/Ethnic Type, 1997." This graph shows 1997 average weekly earnings data for full-time wage and salary workers by the level of education received, for different gender and race groups. The graph shows that as education increases, earnings also rise dramatically (particularly for young women), through the doctoral degree. (MN)

In 1996, the child care fields employed about 2.3 million workers, and opportunities in these fields are expected to grow at a faster than average rate through the year 2005. The training and qualifications required of child care workers vary widely. Each state has licensing requirements that regulate caregiver training, ranging from a high school diploma, to community college courses, to a college degree in child development or early childhood education. Child care workers, families, and employers all benefit, however, when child care workers have greater education and training opportunities. Although child care workers in private households earned median weekly earnings of $198 in 1996, early childhood teaching assistants had median weekly earnings of $231. Better-trained child care workers can compete for jobs with higher wages and better benefits. For example, preschool teachers in public schools who gain state certification generally have salaries and benefits comparable to kindergarten and elementary school teachers. (This report contains an annotated resource list of 6 publications for employers concerning providing high-quality child care and 10 resources for prospective child care workers.) (KC)

According to the Bureau of Labor Statistics, there were approximately 1.2 million women veterans (5 percent of all veterans) in the United States in 1996. Female veterans were 84 percent white, 12 percent black, and 4 percent Hispanic. Between 1987 and 1991, women accounted for 11 percent of persons separating from the military, a number that is likely to increase. Women veterans are usually younger and more educated than male veterans, and more than half of them served during peacetime. Because of their military experience, women veterans have the education, training, motivation, and skills demanded by employers. As civilians, about 100,000 women veteran officers work as administrators; 235,000 women veterans work in managerial and professional occupations; and 90,000 work in service-related occupations. Because of concern that women separating from the military are unaware of their benefits, the Women's Bureau of the U.S. Department of Labor has begun the following programs to help women veterans make the transition to the civilian labor force: the Women Veterans Training and Placement Program; the Forum on Women Veterans' Employment Issues: Preparing for the Year 2000; the Transition Assistance Program; and the National Summit on Women Veterans Issues. (KC)

Between 1994 and 2005, employment in the United States will rise to 144.7 million from 172 million, an increase of 14 percent, with women's labor force growth expected to be twice that of men. Growing occupations requiring a Bachelor's degree or above include the following: lawyers, physicians, systems analysts, computer engineers, management analysts, residential counselors, secondary and special education teachers, writers and editors, personnel specialists, designers, artists, and social workers. The following growing occupations require postsecondary training less than a bachelor's degree: registered nurses, police officers, sports instructors, nonvocational instructors, vocational education teachers, air conditioning and heating mechanics, correctional officers, and licensed practical nurses. In addition, many workers will be needed as replacements in the following occupational categories: insurance claims and policy processors; secretaries; general office clerks; engineering and science technicians and technologists; real estate agents, brokers, and appraisers; and construction trades. Most of the occupations with the fastest projected growth are concentrated in the services, retail trade, and government industries, with health services industries expanding most rapidly and computer services and paralegal occupations also expanding quickly. High-paying nontraditional occupations for women include the following: architects, police officers and detectives, engineers, construction inspectors, insulation workers, mechanics and repairers, and firefighters. (KC)

Women comprised 44 percent of the executive, administrative, and managerial occupations category in 1996, up from 39 percent in 1988. Only 3-5 percent of top executives are female, however. In 1996, 7.7 million women were employed in management occupations. The median weekly earnings of women in these jobs, however, continue to be only 67 percent as much as their male counterparts. Women are still most likely to be managers in the fields in which more women are employed. Black and Hispanic women, as well as white women, increased their managerial ranks. Women employed in the executive, administrative, and managerial occupations are more likely to be in services, public administration and finance, insurance, and real estate industries than male managers, and less likely than men to be employed in manufacturing, construction, transportation, and public utilities. Younger women are more likely than older women to be employed as managers. Women are still often discriminated against in pay levels, and work and family issues play a part. Women managers are twice as likely as men to be divorced. Managerial categories are projected to experience faster than average employment growth, especially in the service industries. (Contains 11 references) (KC)

Between 1986 and 1996, the number of black women aged 16 and over in the United States increased from 11 million to 13 million. Labor force participation for black women rose during that time from 56.9 percent to 60.4 percent. In 1996 the total labor force population of black women was 7.9 million. Of these, 80 percent worked full time. Black women continue to experience double-digit unemployment, with black teenagers four times more likely to be unemployed than older women. Black women are clustered in significant numbers only in the occupations of managerial and professional specialty; technical, sales, and administrative support; and service. More and more black women continue to enter the higher paying managerial and professional specialty occupations, such as registered nurses, teachers, social workers, and managers. In addition, many black women are becoming business owners. Twenty-five percent of black women had less than a high school education; 34 percent had a high school education; 19 percent, some college; 7 percent, associate degree; and 15 percent, college degree. Black women have made great progress in improving their economic status over the past decade, but they still earned less than similarly employed black men, white men, and white women. (KC)

Women of Hispanic origin are one of the fastest-growing population groups in the United States, increasing from 6.2 million in 1986 to 9.6 million in 1996. The largest segment of this population is of Mexican origin, followed by Puerto Rican origin, Cuban origin, and other Spanish descent. As a group, women of Hispanic origin are younger than those of other ethnic groups. About 8 percent of the women in the civilian labor force in 1996 were of Hispanic origin, about 50-60 percent of this population, but the number of Hispanic-origin women who are employed is growing rapidly. Teenage Hispanic women were more likely to be unemployed than those of other origins, and older Hispanic-origin women also had higher rates of unemployment than other groups. Most women of Hispanic origin were employed in the technical, sales, and administrative support and service occupations, partly because only a little more than half of these women had a high school diploma, and few had college degrees. As a consequence, their wages tended to be lower than those of other groups. Families maintained by women, about 12 percent of Hispanic families, had the lowest incomes. (KC)

This guide for parents, child care providers, employers, and community organizations profiles a range of practical approaches to making child care more available and affordable for parents who work non-standard hours. Part one describes why the issue of non-standard hours child care is becoming more important in an economy which is increasingly a 24-hour operation. It draws on a western Idaho case study to illustrate how the mismatch between work schedules and available child care services is affecting the families and employers in one community. Part two profiles a variety of models for expanding the supply of non-standard hours child care, some based in the workplace and others based on the community. The report concludes that solutions to the problem of providing quality, affordable non-standard hours child care must come from many quarters. Three appendices contain lists of contact information on profiled companies and organizations, other companies addressing non-standard hours child care needs, and other sources of information. (AP)

Women of Hispanic origin are one of the fastest growing groups in the United States. In 1983 there were 5.1 million Hispanic women aged 16 years and older in the United States, but by the end of 1993 they numbered nearly 8 million. Women of Mexican origin remained the largest subgroup (4.7 million), followed by those of Puerto Rican (919,000) and Cuban (494,000) origin. Of the 58.4 million women in the labor force in 1993, 4.1 million were of Hispanic origin, with Cuban-origin women participating to the greatest degree. At present, women of Hispanic origin participate in the labor force to a lesser degree than Black and White women, but their labor force participation is expected to reach 58 percent by 2005 to 7 million. Most working Hispanic women are in technical, sales, and administrative support occupations, and Hispanic women are less likely to be in management or professional specialty jobs than non-Hispanic-origin women. In 1991, Hispanic women averaged only 78 percent of what non-Hispanic employed females earned. Nearly half (46 percent) of the working Hispanic-origin women over 25 years of age had less than a high school diploma, although there has been a steady rise in the numbers of Hispanic women enrolled in higher education. Eight tables summarize data about labor force participation. (SLD)

This handbook offers a comprehensive view of the labor force activity of women in the United States and describes a range of legal and socioeconomic developments that have had an effect upon women's participation and progress in the work force. Through numerous statistical charts and tables, the book depicts change and reactions to change in the composition of families as well as in the workplace. The book is organized in 14 chapters that cover the following: (1) women in the work force; (2) occupations of working women; (3) women's earnings and income; (4) minority women workers; (5) women business owners; (6) changing family structures and lifestyles; (7) shifting patterns in education and training; (8) the changing face of industry; (9) diversity in workstyles; (10) the aging population; (11) occupational safety and health; (12) legal rights of women workers; (13) projections of interest to women workers; and (14) progress, problems, and prospects--conclusions about women and work. Each chapter is introduced by data sketches that provide a summary of the chapter. The book is indexed. (KC)

This bulletin summarizes some current information on working women into 20 short statements. Some of the highlights are the following: (1) about 58 percent of all women aged 16 and older (58 million) were labor force participants in 1992; (2) labor force participation for women was highest among those in the 35-44 age group---77 percent, with 73 percent of women aged 45-54 and 47 percent of women aged 55-64 working; (3) only about half of teenage females aged 16-19 were employed; (4) the unemployment rate for all women in the labor force was 6.9 percent in 1992; (5) 40 million women worked full time, and 14 million worked part time--about two-thirds of part-time workers were women; (6) women have made substantial progress in obtaining jobs in all managerial and professional occupations, but women are still overrepresented in low-paying jobs; (7) fewer women than men were self-employed; (8) more women were in the military--an increase from 44,498 in 1972 to more than 211,000 in 1992; (9) median earnings for female high school graduates working year round, full time were less than those of fully employed male high school dropouts; (10) 59 percent of wives in married-couple families participated in the labor force; and (11) 67 percent of women with children under age 18 were labor force participants. (KC)

Women veterans provide employers with a new and added source of well-educated, highly trained, and highly motivated employees. Women veterans possess an impressive range of skills in many diverse areas, including functional and administrative support, medical and dental specialties, communications and intelligence gathering, service and supply, and electrical/mechanical equipment repair. The following are among the various agencies and organizations that can help employers considering women veterans for job openings: Defense Outplacement Referral System, National Women Veterans' Conference, American Legion, Retired Officers Association, Disabled American Veterans, and Job Accommodation Network. These agencies provide a variety of services to employers, including job referral, assistance in locating qualified job seekers and matching individuals to specific job openings, and special assistance to employers hiring disabled veterans. Employers should also be aware of certain laws pertaining to the employment of veterans. Legislation exists obligating employers to retain or reinstate certain eligible employees who are veterans or members of the reserve forces. Other legislation requires certain federal contractors to recruit persons with disabilities and certain veteran populations. (MN)

This guide presents general information about protection and services provided under federal law that affect women's rights when seeking employment, while working, and when retiring. Section 1 discusses how women can assert their job rights. Section 2 focuses on getting the job. It considers federal laws that provide for employment services and training and education and discusses federal laws that protect workers from policies and practices that discriminate on the basis of sex, race, color, religion, national origin, age, or disability. Section 3 describes protection on the job by providing information on the following: minimum wage, overtime pay, and wage payment; equal pay; sex-based wage discrimination; promotions, training, and working conditions; pregnancy discrimination act; state maternity/parental leave laws; veterans' reemployment rights; sexual harassment; garnishment; unemployment insurance; assistance for dislocated workers; compensation for injuries; occupational safety and health; termination; union participation; and assistance for dependent care. Section 4 focuses on protection and services provided under federal law when women retire. It discusses social security, pensions, and personal plans. Throughout the guide, examples are provided, and information is present on what to do if confronted with that type of situation. Appendixes include addresses of federal and state agencies, sample complaint forms, and 20 references. (YLB)

This kit is designed to help employers understand the range of family needs emerging in the workplace and the numerous options for a company response. An introduction discusses the need for child care services, dependent care problems, and how employers respond and benefit. Sections address the following: selecting the right option in relation to corporate culture, employees' needs, and community resources; benefits, leaves, and services, including flexible benefits, maternity and family leave, personal leave time, work/family responsive services, and supervisor training; alternative work schedules, including flexitime, voluntary reduced time, part-time work, job sharing, phased retirement, and flexiplace; and dependent care options, such as on-site or near-site child care centers, consortium centers, resource and referral for child care, vouchers, discounts, programs for part-time or emergency care, sick-child care, and elder care services. Eighteen references and 53 resources are listed. The kit also provides a state-of-the-art review of the options, including for each a description, factors to consider, advantages, and disadvantages. The options are as follows: job sharing, flexitime, flexible leave policies, compressed workweek, part-time employment, flexiplace/telecommuting, voluntary reduced worktime, and telephone access. Information on implementing child care program options covers alternative work schedules, steps in developing them, advantages and disadvantages, and technical assistance needed. (YLB)

During the 1980s, the population of black women aged 16 years and older in the United States increased by 17.2%, and labor force participation for black women increased by 29%. In 1987, black women accounted for 50% of total black employment. The unemployment rate for black teenagers in 1990 was 30% (versus 10.8% for all black women). Labor force participation by black women increased from 53.1% in 1980 to 57.8% in 1990. Predictably, black women with more years of schooling have higher labor force participation rates. Increasing numbers of black women are entering higher paying and career-oriented managerial and professional specialty occupations, and many black women are becoming entrepreneurs. Total earnings for black women who worked 50 weeks or more in 1989 averaged $17,389 (up 63% from 1980). Between 1980 and 1990, the number of black families maintained by women rose 34.3%. Since 1980, families headed by black females have experienced a 54.9% increase in income. By 1987, there were 21,000 more black women in the work force than black men. This trend should continue through the end of this century. (MN)

This short profile of the trends in the employment of women in skilled trades and other manual occupations during the 5-year period between 1983 and 1988 shows that the number of women in these occupations rose only modestly. Three tables chart the total numbers of persons employed in the trades by sex for the years 1983 and 1988; persons employed in the trades, by sex and detailed occupations for 1983 and 1988, and total numbers of women in apprenticeships in 1978, 1983, 1988 and first quarter 1989. Some of the trends noted are the following: (1) the 1.2 million women employed as precision production, craft, and repair workers represented only 8.7 percent of such workers in 1988 compared with 8.1 percent in 1983; (2) 26 percent of other manual workers were women, about the same as in 1983; (3) in 1988 only about 2 percent of employed women were in the skilled trades, about the same proportion as in 1983; (4) manufacturing industries had the highest proportion of women in the skilled trades; (5) women were more likely to work as operators, fabricators, and laborers in the professional services industries, where they represented half of the persons employed in such occupations; (6) women in the trades earned 68 percent of the earnings of similarly employed men in 1988; (7) 20 percent of women employed in the skilled trades were Black or Hispanic; and (8) the number of women in apprenticeship programs increased from 3.1 percent in fiscal 1978 to 7 percent in the first quarter of fiscal 1978. (KC)

The status of state maternity/parental leave laws throughout the United States is depicted in eight figures and three tables. Information is reported by state for maternity/parental leave laws, months of available leave, maternity/family illness laws, days of leave for family illness, temporary disability insurance laws, temporary disability insurance laws by jurisdiction and by work force coverage, and percentage of states and percentage of work force covered by leave laws. Some of the trends reported are the following: (1) 30 states and Puerto Rico have some form of maternity and/or parental leave laws; (2) five states and Puerto Rico have temporary disability insurance laws that provide partial wage replacements for nonwork-related disabilities including childbirth and pregnancy-related conditions; (3) approximately two-thirds of the states specify a condition of reinstatement upon return to work, which usually means that the employee is entitled to the same or a similar job; (4) of the 31 jurisdictions that have some form of maternity or parental leave laws, 12 apply only to state employees, and leaves vary from 6 weeks to 1 year; and (5) 14 states allow leave to care for a family illness, varying from 5 days to 24 weeks. (KC)

This booklet is designed to introduce some of the career possibilities in the electronic media at broadcast stations and cable systems as well as in allied fields such as advertising and the law. It begins by describing the two organizations that designed this booklet: American Women in Radio and Television, Inc., and the Women's Bureau of the U.S. Department of Labor. Contacts for additional information are provided. Career opportunities are suggested, and education and training for such careers are discussed. Opportunities for persons with physical disabilities are addressed. Suggestions for beginning a career are made, and sources for additional information on careers and employment possibilities are given. General information is provided on as many areas of potential employment (job titles) as possible, but the listings are not all-inclusive and job titles may vary. The listings are divided into these areas: administration, art, engineering, legal, news, personnel, production, programming, promotion, and sales. For each job title, job duties are listed; information on essential or required training, education, or degree may be provided. (YLB)

This report indicates that although during the last 55 years the ranks of women workers have risen from only one out of five to two out of five of all workers, the profile of the average woman worker has greatly changed from that of a 28-year-old single factory worker or clerk of 1920 to that of a 35-year-old woman of today who may be found in any of a great number of occupations. It is noted that women accounted for nearly three-fifths of the increase in the civilian labor force in the last decade. Statistical profiles for women represent the majority of document and are presented for two characteristics: (1) Personal characteristics--age, marital status, children, education, minority races, and husband income and (2) employment characteristics--which cover worklife patterns, full-time and full-year workers, part-time workers, occupations, unemployment, earnings, working wives' contributions to family income, and family heads. A brief statement on the outlook of women workers is included. (WL)

Differences between the earnings of men and women suggest that women are being paid less for doing the same job. Factors that attribute to the wage differences are (1) women are concentrated in those occupations which are less skilled and in which wages are relatively low, (2) women working on full-time schedules tend to work less overtime than men, (3) although women are as well educated as their male counterparts in terms of median years of schooling completed, there are differences in the kinds of education, training, and counseling they receive, which directs them into traditional and low-paying jobs, and (4) women on the average have fewer years of worklife experience than men. Studies have shown, however, that even after adjusting for some of these and other factors such as age, region, and industrial concentration, much of the male-female earnings differential remains unexplained representing a maximum measure of discrimination. Discussion of wage differences is covered in the topics (1) Occupational Status, (2) Educational Attainment, (3) Work Experience, (4) Overtime Work, and (5) Differentials by Race. Eight tables, covering half the document, show different comparative aspects of male and female earnings. (WL)

This leaflet presents general information about legislation that affects women when they are seeking a job, while they are on the job, and when they retire. Emphasis is on Federal laws as of November, 1978. Some of the topics include employment services, protection against sex and age discrimination, minimum wages and overtime pay, discrimination in promotion, joining or not joining a union, and social security benefits. Also included is a list of sources to use when assistance from State or Federal agencies is necessary, as well as sample complaint forms. (PJC)

Job sharing is defined as "two people sharing the responsibilities of one full-time position with salary and benefits prorated"; the concept focuses on positions usually offered only as full-time jobs, often in professional and managerial categories. This book presents an overview of current job sharing and permanent part-time employment practices in city, county, state and federal agencies. The first chapter of the book defines job sharing, discusses the background of job sharing in light of the changing needs of workers, and points out potential benefits of job sharing, such as more efficient use of human resources, aid in recruiting employees, and maintaining quality in human services programs. The second chapter overviews considerations affecting successful implementation of job sharing, such as cost factors, union cooperation, lay-off rights for part-timers, establishing quotas, personnel ceilings, reversibility, recruitment, and CETA. The third chapter explains how to design and implement a job-sharing program, while the fourth contains case histories of six job-sharing experiences in government agencies. Appendixes contain a glossary, a summary of the case histories, a list of avallable project studies and reports, a sample flyer, a model survey designed to assess current employee interest in a permanent part-time or job-sharing program; alternative recruitment sources; recommended supplementary reading; and a publications list. (KC)