Schedule flexibility in hourly jobs: unanticipated consequences and promising directions

Abstract

This article considers the challenge of extending conventional models of flexibility to hourly jobs that are often structured quite differently than the salaried, professional positions for which flexibility options were originally designed. We argue that the assumptions of job rigidity and overwork motivating existing flexibility options may not be broadly applicable across jobs in the US labor market. We focus specifically on two types of flexibility: (1) working reduced hours and (2) varying work timing. We first review central aspects of the US business and policy contexts that inspire our concerns, and then draw on original analyses from US census data and several examples from our comparative case-study research to explain how conventional flexibility options do not always map well onto hourly jobs, and in certain instances may disadvantage workers by undermining their ability to earn an adequate living. We conclude with a discussion of alternative approaches to implementing flexibility in hourly jobs when hours are scarce and fluctuating rather than long and rigid.

Este artículo analiza el reto de extender los modelos convencionales de flexibilidad a trabajos por hora que a veces son estructurados de manera muy diferente de los empleos asalariados y profesionales para los que las opciones de flexibilidad fueron diseñadas originalmente. Argumentamos que los supuestos de la rigidez laboral y el exceso de trabajo que motivan las opciones de flexibilidad que existen no podrían aplicarse de manera general en el mercado laboral de los EE.UU. Nos centramos específicamente en dos tipos de flexibilidad: (1) la reducción de horas de trabajo y (2) la modificación del tiempo de trabajo. Primero, estudiamos los aspectos centrales del sector empresarial estadounidense y los contextos políticos que causan nuestras preocupaciones, y posteriormente, nos basamos en los análisis originales de los datos del censo estadounidense y varios ejemplos de nuestras investigaciones comparativas de estudios-de-casos para explicar cómo las opciones de flexibilidad convencionales no siempre se adaptan bien a los trabajos por hora, y en algunos casos, pueden perjudicar a los trabajadores al disminuir su capacidad para ganarse la vida adecuadamente. Para conduir, una discusión de enfoques alternativos para implementar la flexibilidad en los trabajos por hora cuando las horas son escasas y fluctuantes en lugar de ser largas y rígidas.

Keywords:

• workplace flexibility
• unpredictability
• hourly jobs
• work schedules
• work and family
• nonstandard employment

Palabras claves:

• flexibilidad de trabajo
• imprevisión
• trabejos por hora
• horarios laborales
• trabajo y familia
• empleo no estándar

Notes

1. Source: H.L. Shaefer unpublished analysis of 2006 CPS data. Part-time workers are defined as those who report working less than 35 hours per week at all jobs. Annual averages used.

2. Labor costs for hourly workers include wages paid by the hour, as well as a percentage of wages paid that constitute the employer share of Old Age, Survivors, Disability, and Health Insurance (commonly called Social Security and Medicare) to the federal government and Unemployment Insurance (wage subsidy of limited duration), and Workers Compensation (insurance providing wage replacement and often medical benefits for work injuries) to the state government. In the longer term, employers may also reduce labor costs by advocating for restrictions to these social insurances.

3. Source: Provided by Attorney Ellen Neely working in conjunction with Women Employed, Chicago, IL.