solved Every family will experience tension and the need for time

Every family will experience tension and the need for time and money. How do families make time for themselves in addition to meeting the demands of life? Let’s consider the notable challenge of “balancing” work and family life for many families, and the need to find companies that recognize the importance of family-friendly policies.

First, you will need to read chapter 10 AND watch the PBS news piece entitled, 9 to 5 No Longer.
The PBS documentary (aired in April of 2012; this is the most recent video on this subject that I could find) is about an hour in length. It is very informative and may surprise you or be relevant to you, your future, and being able to do this assignment well 🙂
Please click on the link below to be directed to the documentary.
9 to 5: No Longer: A look at the changing workforce and how it impacts women, families, and communities.
Things to consider:
Interesting Yahoo.com published an article that affirms what the documentary presents: New Research Reveals Americans, as Both Employers and Consumers, Value Family-Friendly Benefits Over More Costly Perks (Links to an external site.)
CNBC Report–The No. 1 reason people want to change careers is better work-life balance (Links to an external site.)
After watching the documentary and chapter 10, you will need to choose a company to research…
The Research:
With what you learned from the documentary and chapter 10, each member of the group will research one company. It can be any company you are interested in or research a company you would like to work for in the future if you have an idea of what you want to do post-college–you may not and that’s ok! You will need to go to their company’s website and review their policies and benefits provided to their employees as it relates to paid time off, sick leave or personal time off (PTO), child care, flexible work schedules, maternity/paternity leave, wellness programs, perks, company awards (e.g., “Top Work Places” or Forbes “Best Places to Work”), and other relevant methods designed to achieve a healthy work-life balance; particularly ones relevant to what chapter 10 presented and the PBS film, “9 to 5: No Longer”.
Therefore this is not so much about presenting company benefits like health insurance and if they offer a 401k but researching the culture and philosophy of the company and how it translates into how they treat their employees through available benefits, policies, and programs. Be sure to learn specifics as all US companies give time off, are required to follow federal laws related to FMLA, offer healthcare, etc. This means you may have to pick up the phone or email someone in HR as their websites will be generic about what they offer. You may also consult a database or a recruiting site like Glassdoor.com in addition to the company’s website. You must research the company’s website–DO NOT rely on Glassdoor or Indeed.com alone for your information.
Please Note: Do NOT copy and paste such benefits and policies directly from a website you are using but present them in your own words. Also, if the company you are researching does not provide a lot of information or you are unable to find the companies benefits and policies, please choose another one. Also, Do NOT simply state that they offer health care and paid time off, it is important to know how much is the employee’s share for health care each month? Or for example, share how long you have to wait to use vacation, or can you accrue more weeks each year the longer you are there.

Here are some ideas for you, but you do NOT have to use these options:

Fortune’s Great Places to Work for Women and Children (Links to an external site.)
Fortune’s 100 Best Companies to Work for  (Links to an external site.)

Note this list is based and determined by Great Place to Work, which is considered the global authority on workplace culture.

Glassdoor’s Best Places to Work for (Links to an external site.)
Note this list is based on internal/employee reviews concerning their companies 
The Assessment:

You will then need to share your findings with your assigned group such as state which company you chose and why, what the companies policies and benefits are regarding the above-stated items, and finally, in what ways it relates to the findings and policies we learned in chapter 10 and the PBS documentary.

Last, make your conclusion and discuss why you believe the company you researched is family-friendly or not with their policies and if you would want to work for a company with such policies. 
For this assignment, there is a prescribed format:
Introduction–which company you have chosen and why.
Body of your post: research your company to find the answer to these questions and make connections as much as possible to chapter 10 and the PBS documentary.
What kind, if any, Health & Wellness benefits and programs does the company offer?
What kind of Family & Parenting benefits and programs such as maternity/paternity leave, working from home options, on-site childcare, and so forth?
Vacation & time off such as holidays, sabbaticals, sick days
Perks & Discounts for employees such as gym membership, free food, company social events. Some companies have amazing perks to boost morale, retain employees, attract the best talent, and generate creativity.
Any awards or honors your company has received for being a great place to work
Make sure you establish throughout your post that you make comparisons/connections concerning how your company’s policies and benefits relate to what we learned in chapter 10 AND the PBS documentary. THIS IS CRITICAL. Without application and discussion of chapter 10 and the PBS film, your post cannot receive full marks.
Conclusion: your assessment of whether this company is family-friendly or not and why based on your research, and also include any recommendations and issues presented in the PBS film in addition to chapter 10 that support your assessment.
After doing your own content, please comment on the content of the two students.

I have chosen Liberty Mutual Insurance as that is the company I have worked for for 5 years and will very likely work for until I retire. In fact, I just got my “yearbook” for my 5 year anniversary with a link to pick a gift, they all seem to be about $120 in value so there’s just a small perk.
Forbes, in 2020, has named Liberty Mutual as a top employer for new grads as well as one of the best employers for women. The Military Times has recognized Liberty Mutual as one of the best employers for Veterans, and the Human Rights Campaign has graded Liberty Mutual as having a 100% corporate equality index in 2021.
What kind, if any, Health & Wellness benefits and programs does the company offer?
Liberty Mutual offers healthcare including dental and eyecare and prescription benefits. They also offer an HSA to help cover medical costs. Other optional coverages include short and long term disability, life insurance for the employee and family members, accidental death and dismemberment insurance, a dependant care flexible spending account, retirement benefits plan, and 401k with company match. They also have an employee assistance plan with access to free help with finding dependant care, lawyers for different life situations (like divorce or adoption), and they also offer assisatance with finding mental health care.
Most offices have had work from home options for quite a while, and that was greatly expanded when COVID-19 hit. Here in Cincinnati nearly all employees are entirely remote. So many, in fact, that we sold our previous office building and are leasing a much smaller space now for the few employees who need to do on-site meetings. Due to this, there is no on-site childcare available. The maternity and paternity leave that Liberty Mutual offers is some of the best I have encountered in the US. Birthing mothers get 16 weeks of paid leave (which I am reaping the benefits of right now), and fathers get 8 weeks paid at 100%. Adoptive parents each get 8 weeks of paid leave after adoption.
Liberty Mutual recognizes all federal holidays and those are paid days off for nearly every employee. Some employees in departments such as claims may have to work holidays due to business need, but they are offered a paid day off at some other point in return. We have also been given Juneteeth as a paid day off and recently added Martin Luther King, Jr. day to our holidays. After 6 months of employment employees are given 5 floating holidays and begin to earn FTO, FTO is not differentiated from sick days. The amount of FTO earned increases with tenure but starts at 1.5 days (or 12 hours) earned per month. One thing that has been an issue for me personally is that FML is also deducted from your earned FTO, so if you have many doctors appointments for a chronic illness you often end up with no paid time left to take an actual vacation. This is something I have been fighting for since I have been employed there.
The documentary “9 to 5 No Longer” focused on flexible work weeks which Liberty Mutual does offer depending on department business need. Previously my husband worked an alternating schedule so he could be off every other Friday but they are making changes to that at this time so he works a “normal schedule.” They also mentioned “flex time” in general which is offered in many departments. I am able to flex up to 2 hours per week to be made up at some other point in the week, for example.
Liberty Mutual offers yearly performance reviews that generally will include a pay raise. There are no secrets about what goals and metrics you must meet to get a high score on the performance review to increase your raise amount. Employees are also part of a Variable Incentive Program that is based on how the company performed the previous year, a one time bonus is issued around March based on the company profits from the previous year. Another perk is a company website marketplace that offers discounts for many different things such as gyms, products from stores, and restaurants. Throughout the year we are also given the opportunity to earn points through the SHINE program from things like manager recognition, interdepartmental contests, and customer provided feedback. Those SHINE points can then be exchanged on another marketplace website for gifts, giftcards, and sometimes even a few nights stay at a vacation destination.
There are also many Employee Resource Groups where you can get together with employees with common interests to talk about company policies that affect you. A few groups include one for Veterans, one for women of color, and one for the LGBT community.
Honestly this is just a few of the benefits that Liberty Mutual offers, but some of the major ones.

https://www.libertymutualgroup.com/about-lm/careers/benefits (Links to an external site.)
https://www.pbs.org/video/to-the-contrary-9-to-5-n…

I chose Google. Google is a very creative Internet company. Google’s corporate culture is that employees are above everything. It is worth mentioning that Google’s office is not like a traditional office, but very creative. Google’s office space can not only meet office needs, but also have diversified functional space.
Google provides many health benefits and plans for employees. There are on-site doctors and nurses in Google, so Google can provide comprehensive medical services for employees. The most incredible things about Google are health insurance and death benefits. Google employees have a deductible of $1000 a year to cover hospitalization for any reason (Glassdoor). Google’s health insurance also includes basic vision and dental care.
Google will provide 18 to 22 weeks of paid maternity leave, and children will receive cash gifts from Google. When the maternity leave is over, Google also provides on-site day care facilities. The day care class has formulated a learning plan and pays attention to the all-round development of children. I think this is really great, because many parents can’t send their children to day care classes for financial reasons, or they don’t trust to send their children to day care classes. So some parents have to spend less time working in order to spend more time looking after their children. In addition, Google employees can also apply for telecommuting or flexibly change their working hours (depending on the position, the application of engineers and other technicians is easier to pass). Most of Google’s salaried employees are entitled to paid leave, usually sick leave and vacation. In addition, Google also provides employees with funeral leave, which is generally three days. Telecommuting helps parents reconcile work and family obligations (Lamanna, Riedmann, & Stewart, 2018).
As I said before, Google is a very creative company. Google’s Office Park provides free meals and many cafes and restaurants, which are free for employees. In addition, Google’s Gym also offers a wide range of courses. Fitness can keep employees motivated and help them relieve stress. The happiness or stress brought by work will affect the interaction within the family. For example, if the mother has negative emotions due to work environment problems, it may lead to poor or negative performance of the child. The working environment has a positive effect on employees’ health and mood, and is conducive to employees’ family interaction.
Google is definitely suitable for families. How to balance work and life has always been a problem for people. Google provides various policies to help them achieve a balance between work and life. People always feel that they don’t have enough time to work and take care of their families, and Google supports them to spend more time at home. Flexible working hours, day care classes and health benefits provide protection for employees. The documentary mentions a flexible work week, which is really important. Because the flexible working system is conducive to family harmony and marital happiness. The flexible working system reduces the family burden and gives family members more time to do their own things. Work family conflict will add a lot of pressure to parents, and Google’s policy allows people to have more time to arrange their own plans.
References?
Lamanna, M. A., Riedmann, A., Stewart, S. D. (2018) Marriages, Families, & Relationships: Making Choices in a Diverse Society. Cengage Learning Inc.
https://www.glassdoor.com.hk/Benefits/Google-US-Benefits-EI_IE9079.0,6_IL.7,9_IN1.htm
To The Contrary | 9 to 5 No Longer | PBS