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Sunday, May 3, 2020 | History

2 edition of Patterns of overtime work : the case for greater workplace flexibility found in the catalog.

Patterns of overtime work : the case for greater workplace flexibility

Anita U. Hattiangadi

Patterns of overtime work : the case for greater workplace flexibility

by Anita U. Hattiangadi

  • 121 Want to read
  • 40 Currently reading

Published by Employment Policy Foundation in Washington, D.C .
Written in English

    Subjects:
  • Hours of labor -- United States.,
  • Overtime -- United States.

  • Edition Notes

    StatementAnita U. Hattiangadi.
    SeriesPolicy paper (Employment Policy Foundation)
    The Physical Object
    Paginationi, 26 p. ;
    Number of Pages26
    ID Numbers
    Open LibraryOL16617316M

    Work is no longer a place, it’s an activity that any employee can undertake from a remote location. It’s a major shift in the way business conducts business, and there are pros and cons to flex time in the workplace – the kind of things small business owners must weigh carefully before initiating a flex time workplace model. Book Description: In a much-publicized and much-maligned New York Timesarticle, The Opt-Out Revolution, the journalist Lisa Belkin made the controversial argument that highly educated women who enter the workplace tend to leave upon marrying and having Who Opt Outis a collection of original essays by the leading scholars in the .

    A recent study by Intuit predicted that by , a surprisingly large 40 percent of U.S. workers would be independent contractors, and according to the Freelancers Union, more than 55 million adults in the United States (that is, 35 percent of the U.S. workforce) already work as independent contractors and/or moonlighters. 66 The nature of. That being the case, you (or your employee) would probably prefer doing the kind of work that offers pay for performance, challenging but achievable goals, and individual responsibility for results. People high in need for achievement tend to advance in technical fields requiring creativity and individual skills.

    The largest, best-trained, and most dedicated workforce will still make errors; its fallibility is an immutable part of human nature. However, this innate fallibility can be compounded when the practices, procedures, tools, techniques, and devices used by workers are unreliable, complex, and themselves unsafe—having been designed, selected, and maintained by other fallible Cited by: 4. Report summary: Working Long Hours: a Review of the Evidence, Volume 1 – Main Report. The overall aim of this study was to bring together research that looked at working time patterns in the UK and made comparisons with the EU and other developed countries, with a view to explaining why the UK workforce had some of the longest working hours in Europe.


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Patterns of overtime work : the case for greater workplace flexibility by Anita U. Hattiangadi Download PDF EPUB FB2

To achieve greater flexibility, firms are using more part-time, temporary and external contractors, which allow them to increase or decrease their work teams as required.

It may also provide more flexibility to the employees themselves who may work from. Men and women as caregivers of children or elderly parents face unprecedented challenges in the worldwide workforce today.

For the first time in our history, approximately four out of every ten mothers in the United States are primary breadwinners, and almost two-thirds are breadwinners or co-breadwinners.1 This dynamic has transformed American marriages and families, with [ ]. The postindustrial countries that have made it possible for women (and men) to balance work and family typically have replacement-level birth rates.

Increased gender equality—both in the workplace and at home—is an important part of the solution to declining birth rates.

With flexible work schedules, employees stand to experience a good number of benefits. One that many workers point to first is the flexibility to meet family needs, personal obligations, and life responsibilities you have a flexible schedule, you can go to a parent-teacher conference during the day, take a yoga class, or be home when the washing Author: Susan M.

Heathfield. of the employed work force facing mandatory overtime work (Institute for Workplace Studies ; Friedman and Casner-Lotto ). Table 2 compares the demographic characteristics of.

expend greater effort, increase work motivation and commitment the exis ting problems of unpaid overtime work and long w ork-family time: the effects of atypical work patterns. Flextime (also spelled flexitime [British English], flex-time) is a flexible hours schedule that allows workers to alter workday start and finish times.

In contrast to traditional work arrangements that require employees to work a standard 9 a.m. to 5 p.m. day, flextime typically involves a "core" period of the day during which employees are required to be at work (e.g., between 11 a.m.

Implementing time flexibility in the workplace in most cases means a variation from the traditional or Beyond that, there is a wide variety of practices, offering different amounts of structure, regularity and flexibility.

Many of the working arrangements generally classified as "flexible" are flexible only in the sense that there may. 1 living comfortably 2 Doing alright 3 Just about getting by 4 Finding it quite difficult 5 Finding it very difficult [ top] Interview schedules.

The interview schedule used in the present research was based on Galinsky's () original one-on-one interview schedule, but incorporated aspects of the quantitative questionnaire used in her survey of nationally representative samples of.

To the extent that a job involves or is enhanced by the creation, manipulation, storage, or communication of information, it is increasingly possible to do that job anywhere that the appropriate information processing equipment and telecommunications links are found.

This is true not only for jobs. One of these levers is ‘well designed work: jobs and work organised in a way that increases efficiency and makes the most of people’s skills’.

This includes giving employees the opportunity to have some control over the way in which jobs are carried out which may include flexibility over hours worked and working patterns. Maura Mills’ exciting book, Gender and the Work–Family Experience: An Inter - section of Two Domains, begins to address these gaps by assembling an interesting collection of papers.

Several cross-cutting themes that help advance the integra-tion between gender and work–family research were apparent across contributors’ Size: KB. Note: This page provided by First Reference is for employers needing more information on the impact, rules and best practices for addressing the global novel coronavirus pandemic also known as COVID(Last updated May 9,at p.m.).The first batch of questions discusses the broad issues related to COVID and government responses.

The second batch of. A flexible schedule allows an employee to work hours that differ from the normal company start and stop time. Particularly in an environment for exempt employees, those hours are generally 8 a.m.

- 5 p.m. or 9 a.m. - 6 p.m. and tallied, they total a hour workweek. (Any regularly scheduled work hours allow an extra hour for lunch whether the Author: Susan M. Heathfield. Work-family conflict is increasingly common among U.S.

workers (Jacobs and Gerson ; Nomaguchi ; Winslow ), with about 70 percent of workers reporting some interference between work and non-work (Schieman, Milkie, and Glavin ).Work-family conflict has grown due to increases in women’s labor force participation (meaning more households Cited by: 8 Interventions in the Workplace.

T his chapter examines the hypothesis that prevention strategies in the workplace can reduce the incidence and impact of musculoskeletal injuries, illnesses, and disorders. Primary prevention occurs when the intervention is undertaken before members of the population at risk have acquired a condition of concern, for example, educational programs to.

Collective agreements also allow greater flexibility in the scheduling of daily and weekly rest breaks, and the management of night work. The Act thus gives greater importance to collective agreements, but technically speaking, collective agreements do not provide a way around the Act.

Mindfulness in the workplace is a growing trend among businesses as a way to help counter employee stress. Even if you don't decide to go "all-in" with mindfulness, there's an increasing number of deep-breathing apps that can be helpful.

Read a book. Whether it's physical paper or an e-book, reading can be relaxing. The genre doesn't matter. A case study uses real scenarios that focus on a specific issue(s).

It looks deeply at a specific issue, drawing be used in the future in lieu of paying them overtime for hours worked in excess of 40 per week. While an it greater visibility amongst a. Since the workplace is a site of political struggle, it follows that the remedies for work-family imbalance are political as well: universal child care, a living wage, paid family leave, strong enforcement of overtime laws, a European-style policy.

Especially if the overtime has come at a time when cash flow is a challenge. This isn’t an insurmountable or overly complex issue, and doesn’t need to be a source of stress or confusion.

One way of ensuring staff who work overtime are fairly compensated, without putting the company under financial strain, is to offer time off in lieu, or TOIL.The term "rotational shiftwork" covers a wide variety of work schedules and implies that shifts rotate or change according to a set schedule.

These shifts can be either continuous, running 24 hours per day, 7 days per week, or semi-continuous. A study by Hill, Hawkins, Ferris and Weitzman () found that perceived flexibility in the timing and location of work was positively related to work-family balance, and that the greater the extent of such flexibility, the more the employees were able to work a greater number of hours without harming their work-family balance.