TUESDAY, MAY 18, 20212:00 - 3:00 p.m. PTWebcast (FREE for Members)
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Major companies across the US are announcing plans for a hybrid workplace
once the pandemic subsides. This is an effort to offer employees more flexibility to work remotely, an amenity that though forced upon us in March, has shown popular among employees.
While the majority of employees do want to return to the office in some capacity, many areasking for more flexibility. With the recent distribution of two vaccines, the return to work timeline has more certainty building around it, and employers soon need to start taking appropriate actions to prepare.
In order to attract and retain top talent, companies are adopting a hybrid workplace, and with it comes a need for daily flexibility and choice and commute/parking technology that puts the employees’ flexibility at its center. Now is the time for industry professionals to share best practices for employers planning a return to the workplace in 2021. How do I adapt my policies to manage demand and provide flexibility? How do I implement these changes at my organization? What does an employee first approach look like in our new normal for commuting?
1. Define the hybrid workplace and required response from employers.
2. Understand how to get started by redefining your commuter benefits program, policies, and technology to create the daily flexible choice to have a successful hybrid workplace.
3. Establish organizational resiliency to to mode shift changes that could impact your
employee experience and bottom line.
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Being born and raised in the Bay Area, Alicia Hartman has had a front row seat to the meteoric rise in traffic — to near unmanageable levels — here over the past 20+ years. This experience has been the driving force (no pun intended) behind her passion for growing awareness about commuter benefits and Transportation Demand Management as a measurable asset for employers. She began working for Luum — a developer of holistic commuter benefits software for employers — because they have a shared belief that technology for tracking commutes, engaging employees and managing a robust commuter benefits program is the key to behavior change and, ultimately, mitigating commuter gridlock in cities across the globe.
Hartman bring HR centered results to transportation demand management issues and provide creative solutions giving both sides positive results.