Jill Casner-Lotto This is Me

Education

 View all 25 references Web References

1. 1. Biography - Jill Casner-Lotto

   www.conference-board.org/publi - [Cached]

   Published on: 3/13/2008   Last Visited: 3/13/2008

   Jill Casner-Lotto
   
   Jill Casner-Lotto is a writer and research consultant with over 20 years' experience in human resources and labor-management issues. Her current research at The Conference Board focuses on the mature workforce in the nonprofit sector and corporate views on the workforce readiness of recent high school and college graduates.
   
   Previous to her consulting work with The Conference Board, Casner-Lotto was senior vice president for policy studies at Work in America Institute, a nonprofit workplace research and membership organization which focused on improving productivity, labormanagement partnership, and quality of working life.
   
   Casner-Lotto has directed numerous national policy research projects, working in conjunction with business, labor, and academic leaders to anticipate workplace trends and undertake new fields of research aimed at improving both business results and employees' quality of working life. Her research has been funded by The Ford Foundation, Alfred P. Sloan Foundation, U.S.- Japan Foundation, and by major corporations and labor unions.
   
   She has authored or co-authored several books and nationally distributed policy reports, case studies, and articles on such topics as managing and training for new technology, high performance workplaces, work-life effectiveness, teamwork, flexible work schedules, participative leadership, labor-management relations, and job-linked literacy.
   
   Casner-Lotto received a bachelor's degree in social sciences from Johns Hopkins University and a master's degree in journalism from Medill School of Journalism, Northwestern University.
   
   Publications by Jill Casner-Lotto:
   
   Research Reports

2. 2. Work|Life Benefits FlashLetter, September, 2001

   www.wlb.com/pdf/flashletters/0 - [Cached]

   Published on: 9/1/2001   Last Visited: 1/3/2002

   According to Jill Casner-Lotto, vice-president of policy studies for Work in America Institute Inc., a nonprofit research organization, "business is getting more serious about work/life balance, and top executives are looking at it very closely. They're making the connection between the bottom line and work/life programs [and want to quantify their value]."
   
   The economic downturn and tighter budgets has made accountability a critical concern for all aspects of business. More than ever, management wants hard evidence that documents the impact of work/life initiatives on the workplace and the bottom line. Many companies are just beginning to discuss how to measure the results of work/life programs. Some companies and organizations that have conducted quantitative studies of work/life programs include:

3. 3. Chicago Tribune | Take small steps on the road to telecommuting

   www.chicagotribune.com/classif - [Cached]

   Published on: 11/5/2002   Last Visited: 11/5/2002

   "I've heard stories of people who tried working at home and found it took too much discipline, that they had too many distractions-- like throwing on a load of laundry-- and that it was surprisingly hard to make the separation between home and work," said Jill Casner-Lotto, senior vice president of policy studies at Work in America Institute, a nonprofit research and membership organization based in Scarsdale, N.Y.
   
   "People sometimes forget they're taking themselves from office camaraderie to isolation and that time management is critical: You have to be accountable," she said.
   
   The work/life expert, who has been at the institute since 1981, suggests that a trial period of working from home one day a week should last about a month if you're currently employed.
   
   "It's critical during this period of time to maintain strong ties with your supervisor so that it's understood that you are accomplishing things at home and are reliable and dependable without being in the workplace," Casner-Lotto said. "You have to prove you can produce results whether or not you're there in person."
   
   And what are the chances of getting your employer to approve this method of transition?
   
   Casner-Lotto, who is doing research on reduced work-time options, observes that "employers who already have a progressive attitude toward flexible schedules and telecommuting would be open to this type of suggestion, which makes so much sense."
   
   ----------