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The Facts on Work-Life Culture

  • Instituting a child care program in the workplace can reduce turnover by 37%.
  • Flexible scheduling can reduce unscheduled time off by 50%.
  • 86% of employees are more likely to stay with companies that offer opportunities for work-life balance (compared to 64%).
  • In workplaces that promote work-life flexibility, 67% of employees report high levels of job satisfaction (compared to 23% in organizations with low levels of flexibility).
  • Two-thirds of human resource managers cited family supportive policies and flexible hours as the most important factor in attracting and retaining employees (SWLC, 6-7).
For more information on work-life culture at UB, visit the University of Baltimore's Work-Life webpage. 

Work-Life Culture at UB

We recognize that faculty, staff and students manage multiple obligations at work and at home, and the university fosters a culture in which individuals can achieve life satisfaction and optimal performance. Your success is our priority.

Here's why work-life works for UB:

  • At UB, faculty can stop the tenure clock for childbirth, adoption, serious personal illness, a death in the family, military service or to provide care for a child, parent, spouse or other loved one.
  • The Employee Assistance Program (EAP) offers free confidential counseling via INOVA to help faculty and staff who are coping with grief, anxiety/depression and other psychological, legal or financial problems.
  • Retired faculty have the opportunity to teach part-time at per-credit pay of the same rate as full-time faculty overload compensation. And you may be eligible to apply for research and travel grants at the relevant UB leader's discretion. Coming soon: a new retired faculty suite.
  • Tuition remission is an important benefit available for regular and contingent II staff, faculty and retirees.