Farm Together Update 32 Hack Working 🟢



 
 
 
 
 
 
 

Farm Together Update 32 Hack Working

as the share of workers in the labor market working part-time jobs has decreased, and as the share of these workers being involuntary has declined, 4 the share of those in part-time employment being in these circumstances has increased. (this situation is, in large part, the result of the declines in labor force participation.) one estimate suggests that about half of the 2.6 million workers in part-time jobs are likely to be involuntarily working part-time (d’alessandro 2013). 5 this is of concern, given that the reasons people give for their part-time employment are a marker for whether the worker faces greater risks to have job loss or not having a change in employment (see baum and strnadova 2008). to what extent part-time hours are involuntary, and in particular, by whom part-time hours are ordered, is an important issue that needs to be explored further.

what farm together update 32 hack workingsays: in the united states, the 7-day workweek is becoming the norm (although with some limits – see below), and is associated with increasingly better conditions. as survey data from the bureau of labor statistics reveals, there has been a decline in the share of workers who worked 35 hours per week, peaking at 29 percent of all workers, in 1955, and falling slightly in 1968 to 24 percent. by 2014, only 6.4 percent of workers were working 35 hours per week. more recent data show that the share of workers reporting more than 40 hours per week fell from 26 percent in 1955 to 17 percent in 1970. by 2014, only 4 percent of the workforce worked 41 hours or more per week (u.s. bls 2015b). with greater workweeks becoming the norm, there are now many workers with standard workweeks of 33, 34, or 37 hours. so, what’s the deal?

although they may be more likely to work split shift schedules, split shift workers report having fewer working hours, and being paid on a salaried basis rather than on an hourly basis. moreover, split shift workers are more likely to be employed by a restaurant. thus, split shift workers are different from other employees in ways that are partly explained by the fact that they have more incentives for working irregular shifts. split shift work may be more profitable (in terms of catering to customer demand), and more satisfying in ways related to self-determination, autonomy, and flexibility (wenner, eschleich, and thomas 2008). however, split shift work is associated with more undesirable outcomes in terms of greater work stress, exposure to violence, and difficulty handling shift changeovers. split shift work may also be more risky.
this suggests that the choice of working irregularly is an incomplete picture of the worker. it tells us little about the worker’s personal circumstances. the decision to work irregularly may be shaped by jobs that require such work, and by a worker’s own perception of control over the timing of her work. it may in some instances be worth paying extra to get a shift that may be more desirable to the worker, even if the worker is likely to be more distressed as a consequence. the implications of this article highlight the need to supplement the decision to work irregularly with information about the worker who does this. this piecemeal approach will also help address the more pressing problem of providing better targeted interventions to help working families transition out of unemployment and underemployment.
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