Flextime - Knowledge

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opportunities for advancement will be negatively affected due to the variations on different dimensions of job quality. Flexible working has also been linked to increased recruitment and retention of workers. Chung and van der Horst have shown that the use of flextime significantly reduces the likelihood of mothers decreasing their working hours after childbirth and reduces the likelihood of first-time mothers leaving their work altogether. Flexible employment is one of the vital factors in the European Union policy discourse. It is a mean to reduce unemployment, increase economic and social cohesion, maintain economic competitiveness and enhance equal opportunities between women and men. However, flexible working has some problems. Studies have also shown that flexible working can lead to an increase in overtime hours.

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worse access to flextime compared to workplaces where there are more men or an equal number of men and women. Many studies examine the outcomes of flexible working. For example, a study by Origo and Pagani based on a sample of European countries, gave a deep analysis of the concept of flexible working by testing the level of heterogeneity in the effect of flexibility on job satisfaction, the study found some positive link with some aspects of the job while negative or no relation was found against other aspects. There is increasing evidence for the "business case" of flexible working. A meta-analysis of studies has shown that flexible working can provide a wide range of benefits for companies, including increase in performance, productivity, and reduction in absenteeism.

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statistical evidence showing the changing attitude of organizations in different countries (especially the UK) toward flexible working. An estimate of 50% of the companies in the UK started to consider flexible working as a common practice and 73% of the managers in the survey showed an ultimate support to it. On the other hand, employees showed great preference to flexible working to the point that 40% of workers in the UK choose it over their salary. Also, greater focus was put to explain the increased demand for such arrangements by both stakeholders by which it was clarified by their advantages of contributing to the high quality of output results while creating the "perfect" working conditions for workers.

644:" is the name most commonly used to describe those born between 1981 and 1996. As the right to request for flexible working is extended to all by law, many benefits are expected to rise. With Millennials becoming the interest of many organizations, flexible working attracts them. As ethnic diversity and high level of education are their main characteristics, it is seen that Millennials are more likely to change their jobs more than the previous generation for economic reasons. Additionally, due to the delay in the retirement of baby boomers' generation, gaps in workforce were created, waiting for the Millennial generation to fill them. 725:, job insecurities associated with the flexible working arrangement. Research works such as Evans et al., (2000) also highlight that flexible working pattern may not be applicable to all occupational fields, the authors also highlighted medical professions (doctor, pharmacist, nurse, etc.) as one of such fields. A further critique is that some patterns of work deemed "flexible" such as a compressed work week may be put forward by the employer, rather than suiting the individual employee, and thus may not capture the same benefits as employee-chosen flexible working. 733:

done by Evans et al., (2000) on flexible working patterns on medical professions emphasized how some medical doctors may attribute negative perception with colleagues with flexible working patterns. In 1930, Employees in the United Kingdom were given the right to request for flexible working arrangements, but there were no instructions or guidelines on the way for this would work. Flexible working concepts are also a relatively new form of working arrangement and this has limited its application in other parts of the world such as a country in Africa.

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far back as 1930, but also in recent years. Existing literature highlights the fundamental importance of flexible working to both academics and organizations as a means of establishing a good work–life balance for employees. Work–life balance for employees is theorized to increase employee efficiency, which in turns leads to increase in productivity of the organization. This would also be suggested from research on the decreasing returns of working hours.

558:, taking Monday or Friday off. Another flextime schedule is to work nine-hour days Monday through Thursday, an eight-hour day on Friday, taking every other Friday off, called the "9/80 work schedule". Some agencies of the United States government allow employees to work such a schedule, and designate it as an alternative work schedule (AWS). Workers may arrange to coordinate their days off so that their responsibilities are adequately covered. 777: 77: 36: 873: 658: 237: 179: 438:

includes non-legislative measures, ensuring protection against discrimination and dismissal for parents (including pregnant women and workers coming back from a leave) and careers, the directive also encourages a gender-balanced use of family-related leaves and flexible working arrangements. The proposal was approved as Directive (EU) 2019/1158.

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productivity for the employer or organization. Organizations hoping to adopt this form of working pattern for its employee should conduct research on how flexible working patterns can be successfully conducted, thus avoiding some of the expenses and pitfalls existing research has linked to flexible working practices.

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The concept of flexible working time accounts is to establish labor-self accounts, and laborers can save their working hours, just like saving money, into their own accounts. The working hours in their accounts are their assets, so that employers and workers on both sides can increase or decrease the

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Industrial sources also have been able to highlight one of the positive effects of flexible working patterns as being able to attract highly qualified professionals, but Brookins established some negative effects flexible working patterns had to employers as it adds expenses and responsibility in the

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Both academics and industrial sources were established that in some professions flexible working arrangement may not be available or its availability will have a negative perspective on employees by others with a non-flexible arrangement, example of such profession is medical professions. A research

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from their employer. A survey in 2005 by the National Office of Statistics showed that 71% of female workers and 60% of male workers were aware of the rights created under the 2003 legislation. Between 2003 and 2005 more than 14% of all workers had requested a change to flexible working. Since April

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Studies examining access to flextime have shown that it is the high skilled/educated workers in higher occupational jobs, and supervisory roles that are most likely to have access. Unlike what many assume, women do not have better access to flextime arrangements, and female-dominated workplaces have

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Flexible working is a pattern of working arrangements that enable employees to decide the time, duration, and location of their work. Flexible working patterns have gained the interest of both academics and industrial practitioners for some time, with implementation into law in certain countries as

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For employers, flextime can aid the recruitment and retention of staff. It has been a particularly popular option in 2009 for employers trying to reduce staff costs without having to make redundancies during the recession. It can also help provide staff cover outside normal working hours and reduce

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Flexible working arrangements is a way for organizations to expand and increase their operations nationally and internationally at lower cost compared to permanent or non-flexible working arrangements. While both employees and employers acknowledge the benefits of flexible working, drawbacks might

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Flexible working patterns is a working arrangement that enable employees to determine the duration, time and location of their work. It has been seen both by academics and industrial sources to have benefit including increase of work–life balance for employees, which in turns leads to increase in

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made public on 5 August 2004, employers would not be required to pay non-exempt employees' overtime for working more than 40 hours in a week so long as the employee works no more than 80 hours over a two-week period. For example, a worker could be required to work 70 hours one week and receive no

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The advantages of Flextime for the individuals include a "better work–life balance", fewer commutes, less fatigue, more days off and lower sickness rates. The benefits for the company include better motivated workers, more efficient and effective operation, less fatigued workers and fewer errors;

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For four decades, academic papers have contributed to the increased knowledge and interest in flexible working. A descriptive background of the evolution of the concept of flexibility as well as highlighting the main factors contributed to its growth were the main focus of academic studies. Also,

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The industrial perspective of flexible working emphasizes the practical definition of flexibility. Employees being allowed to work from many different places as long as their level of production is maintained, if not increased. Moreover, research reports gave quantitative interpretation backed by

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p.m.), and a "bandwidth" period within which all required hours must be worked (e.g., between 5:30 a.m. and 7:30 p.m.). The working day outside of the core period is "flexible time", in which employees can choose when they work, subject to achieving total daily, weekly or monthly hours

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proposed a directive on work–life balance which includes the extension of the right to request flexible working arrangements (reduced working hours, flexible working hours and flexibility in place of work) to all working parents of children up to 12 and careers with dependent relatives. It also

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Now being enforced by the law on 30 June 2014, industrial reports concentrate on workers' right to request for flexible working and how it is guided by the Advisory, Conciliation and Arbitration Service (ACAS). They explained how this code is designed to help employers, employees and their

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Flexible working can both prevent and create opportunities. There is generally a positive relationship between flexible working and perceptions of job quality in term of work–life balance, and helping to improve and control autonomy particularly for remote workers, but some factors such as

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Additionally, as seen recently, most business organizations have started to introduce flexible working patterns for their employees as a way to increase their productivity level, increasing profitability. Flexible working is also seen as a family-friendly policy, which leads to a "good

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Flexible working time accounts are also known as deposited working-time accounts or work bank account systems. It is derived from the German Federal Labor Government's reform program, which was passed by the German Federal Government on 21 August 2002. Then Federal Chancellor,

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Guest, David (March 2004). "Flexible employment contracts, the psychological contract and employee outcomes: an analysis and review of the evidence: Flexible employment contracts, the psychological contract and employee outcomes: an analysis and review of the evidence".

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policy allows staff to determine where they will work. Advantages include allowing employees to coordinate their work hours with public transport schedules, with the schedules of their children, and with daily traffic patterns to avoid high congestion times such as

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Haller founded a company in the UK in 1971 and registered the trademark "Flextime", the mark remains the property of the company's successor HFX Ltd. In the Spring of 2003, 17.7% of men and 26.7% of women were employed with flextime arrangements in the

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within the bandwidth period set by employers, and subject to the necessary work being done. The total working time required of employees on an approved Flextime schedule is much the same as those who work under traditional work schedule regimes.

754:, Peter Hartz, chaired the Labour Market Reform Committee. This program's goal is to make the rigidity of the labor system more flexible and to change the old social welfare policy, in order to lighten heavy financial burden. 611:

and is available for staff in most state and territory government departments. With current changes to industrial relations laws (2006), from State to Federal level there are no new published guidelines (online) for flextime.

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Optional long-term accounts are mostly used in the period that laborers are still holding a post in their own company. Laborers can withdraw from accounts after negotiating with employers, usually due to laborers' personal

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regulations, and are given broad leeway in setting their own work schedule. Unlike exempted salaried workers, employers are still required to pay overtime to a flextime worker if they work more than 40 hours per week.

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Shift workers are generally excluded from flextime schemes as are senior managers. Other groups of workers for whom flextime arrangements are rare include those who serve the public during specific opening times.

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include extra expenses and responsibilities the organization could incur in order to provide these arrangements and the decreased benefits offered to employees in accordance with their reduced working hours.

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The calculation of a long-term account system is usually based on time and money. Occasionally, things may be passed on from other laborers' accounts. The situation is only applicable to short-term working

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announced plans to extend the right to request flexible working to all employees, this legislation took effect in April 2014. Lawyers have suggested that this will lead to "major headaches" for employers.

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Baltes, Boris B.; Briggs, Thomas E.; Huff, Joseph W.; Wright, Julie A.; Neuman, George A. (1999). "Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria".

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In recent years, the term "flextime" has acquired a more controversial definition when used to describe proposals to overhaul the nation's overtime regulations. Under one such proposal by the

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work required by each other without affecting salaries or welfare. While achieving the purpose of flexible labor, the account-system may be short-term, long or permanent for the convention.

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If employees accumulate too many flex hours, they are required to perform a "flex burndown", as they are burning down the flex. Similarly, taking a flex day off is known as "flexing off".

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Flextime can give employees greater freedom to organize their working lives to suit personal needs. In addition, travelling can be cheaper and easier if it is out of peak time.

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Flextime in Australia is usually referred to accumulated overtime hours that an employee can build up and exchange for the equivalent amount of time off. (Example: Jane works 7

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Unlike the short-term account system, there is the lowest-limit standard of withdrawing hours. However, standards are set in accordance with the differing demands of laborers.

1821: 721:, better wellbeing, a good work–life balance, and health benefits but some researchers argue that although there are such benefits, there are some negative effects such as 1620:

Kelliher, Clare; Anderson, Deirdre (March 2008). "For better or for worse? An analysis of how flexible working practices influence employees' perceptions of job quality".

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Evans, Julie; Goldacre, Michael J; Lambert, Trevor W (May 2000). "Views of UK medical graduates about flexible and part-time working in medicine: a qualitative study".

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a.m., and leave in the mid-afternoon, or come in late and therefore leave late. One benefit of such a schedule is that commuting times occur outside of the congested

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Silla, Inmaculada; Gracia, Francisco J.; Peiró, José María (February 2005). "Job Insecurity and Health-Related Outcomes among Different Types of Temporary Workers".

628:. Most of these methods are associated with the payment of wages in return for hours worked. As a result, they often do not address a fundamental difference of most 1396:

Lambert, Alysa D.; Marler, Janet H.; Gueutal, Hal G. (August 2008). "Individual differences: Factors affecting employee utilization of flexible work arrangements".

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In 2003, the UK Government introduced legislation that gave parents of children under 6, or the parents of disabled children under 18 the right in law to request a

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or stroke annually worldwide because they have worked 55 hours or more per week, making long working hours the occupational hazard with the largest disease burden.

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p.m. and is in charge of the children after school / daycare. This allows parents time to commute. Flextime is also beneficial to workers pursuing an education.

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Age-related long-term accounts can be used late into a laborer's career, when they prepare for early retirement, semi-retirement, or conventional retirement.

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Institute of Leadership & Management, 2012. Flexible working: Goodbye nine to five, Institute of Leadership & Management website. . Available at:

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systems – namely the intention of flexible working to allow an employee to "trade hours" with their employer in return for a fixed wage.

401:" for employees. Some examples of organizations with flexible working arrangement include Agilent technologies, NetApp and Qualcomm Inc. 2207: 3366: 3344: 4270: 413:

Flexible working was academically introduced in 1970 and since then this topic continues to be the interest of many research papers.

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http://www.acas.org.uk/media/pdf/k/b/Acas_Code_of_Practice_1_on_disciplinary_and_grievance_procedures-accssible-version-Jul-2012.pdf

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Pega, Frank; Nafradi, Balint; Momen, Natalie; Ujita, Yuka; Streicher, Kai; Prüss-Üstün, Annette; Technical Advisory Group (2021).

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Hyatt, Edward; Coslor, Erica (5 March 2018). "Compressed lives: how 'flexible' are employer-imposed compressed work schedules?".

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Origo, Federica; Pagani, Laura (12 September 2008). "Workplace flexibility and job satisfaction: some evidence from Europe".

1277: 343:, Flextime typically involves a "core" period of the day during which employees are required to be at work (e.g., between 11 4171: 3064: 2546: 2502: 621: 417:

they deliver evidence of the significant amount and the ongoing increase in the use of flexible working in many countries.

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p.m. Monday to Friday. Over the past month, Jane has worked 8 hours overtime meaning she is eligible for a paid day off.)

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overtime compensation as long as they work 10 hours or less the following week. Such arrangements are opposed by

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that allows workers to alter their workday and adjust their start and finish times. In contrast to traditional

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Perrons, Diane (November 1999). "Flexible Working Patterns and Equal Opportunities in the European Union".

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Golden, Lonnie (January 2009). "Flexible Daily Work Schedules in U.S. Jobs: Formal Introductions Needed?".

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organization, negative availability perspectives of employees on the customers, and employee availability.

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When using long-term working time accounts, there are two features that can be used for classification:

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traffic within a given geographic region. Flextime arrangements also help parents: one parent works 10

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Academic literature has identified benefits of flexible working patterns to employees including

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hours without paying overtime rates, make fewer facilities required, and lower sickness rates.

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p.m. and is in charge of the children before school / daycare, while the other parent works 7

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Flexible working time accounts shall be calculated for a period of at least one year.

718: 668: 555: 554:, flextime permits workers to vary their schedule. For example, they may opt to work 487:

representatives to deal with disciplinary and grievance situations in the workplace.

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Hemsley, S., 2014. Flexible working: dads want choice. HR Magazine. . Available at:

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https://www.i-l-m.com/About-ILM/Research-programme/Research-reports/Flexible-working

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Joyce, Kerry; Pabayo, Roman; Critchley, Julia A; Bambra, Clare (17 February 2010).

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ACAS, 2009. Disciplinary and grievance procedures, ACAS website. . Available at:

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the need for overtime. Additionally, flextime can also improve the provision of

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The references used may be made clearer with a different or consistent style of

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A flexible working time account system has the following four characteristics:

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There are many different methods used for recording working time ranging from

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Advisory Conciliation and Arbitration Service (2006) 'Flexible working hours'

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2007 the right to request flexible working also applies to carers of adults.

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Reconciling labour flexibility with social cohesion – Facing the challenge

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A flextime policy allows staff to determine when they will work, while a

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Owen, John D. (January 1977). "Flexitime: Some Problems and Solutions".

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http://www.hrmagazine.co.uk/hro/features/1143166/flexible-dads-choice

625: 566: 527: 451:, In the United Kingdom, flextime working is commonplace in both the 361: 356: 776: 76: 4204: 3267: 3189: 3184: 3153: 2999: 2954: 2832: 2827: 2731: 2609: 496: 328: 2006:

UK Govt. Department for Business, Enterprise and Regulatory Reform

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Hayward, Bruce; Fong, Barry; Thornton, Alex (December 2007),

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Journal of Comparative Policy Analysis: Research and Practice

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Other workers may opt simply to come in early, such as 5 or 6

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Cette, Gilbert; Chang, Samuel; Konte, Maty (November 2011).

1999:"The Third Work–Life Balance Employer Survey: Main Findings" 3859: 3302: 1949:"What Is A 9/80 Work Schedule? Definition, Pros & Cons" 2272: 463:

and back-office functions of commercial organizations and

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de Menezes, Lilian M.; Kelliher, Clare (December 2011).

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Chung, Heejung; van der Horst, Mariska (January 2018).

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List of countries by rate of fatal workplace accidents

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Khan, Ali (November 2006). "Essay: Islamic Flextime".

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The International Journal of Human Resource Management

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Industrial Relations: A Journal of Economy and Society

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Sourced by the UK Office for National Statistics 2003.

1148: 2324: 1918:"Changing the clapped out rules on flexible working" 1395: 868: 1996: 101:. Unsourced material may be challenged and removed. 1664: 1569: 740: 4441: 2134: 1920:. Lewis Silkin. 13 November 2012. Archived from 1619: 387: 2205: 1822:"Key indicators of women's position in Britain" 1033: 1031: 1029: 968:Gariety, Bonnie Sue; Shaffer, Sherrill (2001). 550:In certain industries and disciplines, such as 1749:Lott, Yvonne; Chung, Heejung (December 2016). 967: 2540: 1848:. Dti.gov.uk. 6 November 2009. Archived from 970:"Wage Differentials Associated with Flextime" 2427: 2425: 2320: 2318: 1421: 1419: 1026: 961: 647: 2367: 2173:International Journal of Management Reviews 1579:International Journal of Management Reviews 1542: 805:. Unsourced material may be challenged and 478:On 13 November 2012, Deputy Prime Minister 380:estimate that over 745,000 people die from 64:Learn how and when to remove these messages 2547: 2533: 607:It is implemented formally in the federal 428: 4271:Comprehensive Employment and Training Act 2422: 2389: 2315: 2298: 2034:"Flexible working rights extended to all" 1766: 1748: 1690: 1641: 1519: 1443: 1416: 1184: 1174: 825:Learn how and when to remove this message 701:Learn how and when to remove this message 292:Learn how and when to remove this message 274:Learn how and when to remove this message 219:Learn how and when to remove this message 161:Learn how and when to remove this message 4115:Job losses caused by the Great Recession 2797:Simultaneous recruiting of new graduates 1508:European Journal of Industrial Relations 507:to staff unable to work standard hours. 459:sectors. The practice is often found in 4296:Credentialism and educational inflation 2279:Cochrane Database of Systematic Reviews 1713: 1207: 14: 4442: 4167:List of countries by unemployment rate 2433:"德國十年變革，重回第一｜國際｜2011-10-04｜天下雜誌第482期" 2406:"Negatives of Flexible Work Schedules" 1466: 1373:"Negatives of Flexible Work Schedules" 1278:"Flexible working better than bonuses" 2528: 2169: 2059:"The Millennial Takeover | Visual.ly" 1838: 1501: 1425: 408: 3065:Practice-based professional learning 2454: 1072: 1037: 803:adding citations to reliable sources 770: 651: 615: 230: 172: 99:adding citations to reliable sources 70: 29: 3613:Workers' right to access the toilet 2247: 1962:The 2014 Federal Employees Handbook 1896:"Reform of flexible parental leave" 1716:European Journal of Women's Studies 1321: 624:(computer programs) to handwritten 495:Flextime also gets' people working 27:Flexible hours schedule in workdays 24: 766: 246:tone or style may not reflect the 25: 4476: 2443: 2137:Economic and Industrial Democracy 1545:International Journal of Manpower 441: 378:International Labour Organization 45:This article has multiple issues. 4384: 4383: 3677:Corporate collapses and scandals 2339:10.1046/j.1365-2923.2000.00620.x 2185:10.1111/j.1460-8545.2004.00094.x 1973: 1591:10.1111/j.1468-2370.2011.00301.x 1481:10.1111/j.1468-232X.2008.00544.x 897:Fair Labor Standards Act of 1938 871: 775: 656: 513: 256:guide to writing better articles 235: 177: 75: 34: 2398: 2361: 2266: 2241: 2199: 2163: 2128: 2100: 2075: 2051: 2026: 1990: 1967: 1954: 1941: 1928: 1910: 1888: 1814: 1789: 1775: 1742: 1707: 1658: 1613: 1563: 1536: 1495: 1460: 1426:Chung, Heejung (January 2019). 1389: 1365: 1340: 1315: 1295: 1270: 1246: 1003:"ADS Chapter 479 Hours of Duty" 941: 86:needs additional citations for 53:or discuss these issues on the 4177:Employment-to-population ratio 3549:Occupational health psychology 2554: 2291:10.1002/14651858.CD008009.pub2 1398:Journal of Vocational Behavior 1226: 1201: 1142: 1117: 1092: 1066: 995: 918:Office for National Statistics 757: 741:Flexible working time accounts 678:writing style, citations, etc. 635: 13: 1: 4265:Works Progress Administration 4157:Unemployment Convention, 1919 3569:Personal protective equipment 3122:Occupational Outlook Handbook 2110:Journal of Applied Psychology 1502:Chung, Heejung (March 2019). 1445:10.1080/13876988.2017.1353745 1208:Boucher, Peter (2013-04-15). 954: 388:From practitioners' viewpoint 4346:Psychopathy in the workplace 3519:Human factors and ergonomics 2227:10.1080/13504851.2011.558473 1755:European Sociological Review 1176:10.1016/j.envint.2021.106595 892:Equal employment opportunity 588: 472:flexible working arrangement 7: 4331:Narcissism in the workplace 3544:Occupational exposure limit 1938:. Accessed 7 February 2015. 864: 676:. The specific problem is: 10: 4481: 4260:Civil Works Administration 4142:Technological unemployment 3618:Workplace health promotion 3075:Professional certification 2772:Personality–job fit theory 2497:The Legalities of Flextime 2410:Small Business - Chron.com 2122:10.1037/0021-9010.84.4.496 1728:10.1177/135050689900600401 1377:Small Business - Chron.com 1312:. Accessed 8 February 2015 1243:. Accessed 7 February 2015 1129:Lebenshaus Schwäbische Alb 1052:10.1177/001979397703000202 556:four 10-hour days per week 327:arrangements that require 4455:Human resource management 4379: 4278: 4240:Guaranteed minimum income 4197: 4038: 3912: 3825:Organizational commitment 3777: 3669: 3636: 3499: 3424: 3301: 3228: 3162: 2949: 2871: 2815: 2665: 2562: 2215:Applied Economics Letters 1634:10.1080/09585190801895502 1557:10.1108/01437720810904211 1410:10.1016/j.jvb.2008.02.004 1155:Environment International 1125:"Wilhelm Haller Obituary" 913:Labour market flexibility 648:Advantages and criticisms 609:Australian Public Service 522:, flextime workers, like 374:World Health Organization 4409:Aspects of organizations 4090:Involuntary unemployment 3651:Equal pay for equal work 3574:Repetitive strain injury 3080:Professional development 3070:Professional association 2752:Letter of recommendation 2149:10.1177/0143831x05049404 1976:"O: Open, Flexible Work" 1947:Belle Wong; Kelly Main. 1683:10.1177/0018726717713828 1521:10.1177/0959680117752829 934: 4394:Aspects of corporations 4356:Slow movement (culture) 4235:Employer of last resort 4137:Structural unemployment 4075:Frictional unemployment 3514:Epilepsy and employment 3401:Performance-related pay 3335:National average salary 3253:996 working hour system 2382:10.1108/PR-08-2016-0189 879:Organized labour portal 429:The European Commission 4404:Aspects of occupations 4210:Unemployment insurance 4162:Unemployment extension 4132:Reserve army of labour 3937:Constructive dismissal 3744:Sleeping while on duty 3709:Exploitation of labour 3591:Sick building syndrome 2767:Person–environment fit 2637:Independent contractor 2484:Cite journal requires 622:sophisticated software 552:information technology 382:ischemic heart disease 319:) is a flexible hours 4414:Aspects of workplaces 4152:Unemployment benefits 4147:Types of unemployment 4085:Graduate unemployment 3979:Letter of resignation 3608:Workers' compensation 3601:Occupational fatality 3110:Vocational university 2710:Employment counsellor 4220:Job creation program 3996:Mandatory retirement 3949:Employee offboarding 3769:Workplace incivility 3764:Workplace harassment 3539:Occupational disease 3534:Occupational burnout 3449:Disability insurance 3293:Workweek and weekend 3100:Vocational education 3015:Continuing education 2853:Permanent employment 2015:on 10 September 2008 977:Monthly Labor Review 799:improve this section 683:improve this section 672:to meet Knowledge's 526:, are exempted from 331:to work a standard 9 95:improve this article 4125:Recession-proof job 4120:Lists of recessions 4058:Economic depression 4006:Retirement planning 3887:Work–life interface 3724:Employee monitoring 3692:Corporate behaviour 3682:Accounting scandals 3564:Occupational stress 3554:Occupational injury 3090:Reflective practice 3085:Professional school 2807:Work-at-home scheme 2727:Induction programme 2705:Employment contract 2685:Business networking 2461:10.2139/ssrn.943323 1924:on 2 November 2013. 1282:www.telegraph.co.uk 1167:2021EnInt.15406595P 1073:Thompson, Melissa. 887:Effects of overtime 536:Bush administration 505:equal opportunities 435:European Commission 4388:See also templates 4225:Job creation index 4189:Youth unemployment 4053:Discouraged worker 3942:Wrongful dismissal 3922:At-will employment 3795:Civil conscription 3759:Workplace bullying 3646:Affirmative action 3628:Workplace wellness 3559:Occupational noise 3200:Long service leave 3060:Overspecialization 3040:Induction training 2995:Career development 2248:Stanger, Melissa. 1768:10.1093/esr/jcw032 1322:Stanger, Melissa. 1308:2015-04-02 at the 1239:2015-11-17 at the 409:Empirical evidence 4465:Work–life balance 4437: 4436: 4336:Post-work society 4316:Kiss up kick down 4048:Barriers to entry 4013:Severance package 3845:Human trafficking 3739:Sexual harassment 3719:Employee handbook 3638:Equal opportunity 3501:Safety and health 3491:Take-home vehicle 3105:Vocational school 3055:Lifelong learning 3030:Further education 2990:Career counseling 2985:Career assessment 2762:Overqualification 2327:Medical Education 2221:(17): 1677–1682. 1872:"ONS Survey 2005" 903:Four-day workweek 835: 834: 827: 719:life satisfaction 711: 710: 703: 674:quality standards 665:This section may 616:Recording working 399:work–life balance 366:Christel Kammerer 302: 301: 294: 284: 283: 276: 250:used on Knowledge 248:encyclopedic tone 229: 228: 221: 171: 170: 163: 145: 68: 16:(Redirected from 4472: 4424:Critique of work 4419:Corporate titles 4387: 4386: 4306:Evil corporation 4172:Employment rates 4095:Jobless recovery 4063:Great Depression 4023:Golden parachute 4018:Golden handshake 3815:Job satisfaction 3805:Critique of work 3623:Workplace phobia 3454:Health insurance 3411:Wage compression 3379:Progressive wage 3238:35-hour workweek 3205:No call, no show 3195:Leave of absence 3045:Knowledge worker 2973:Master craftsman 2777:Personality hire 2715:Executive search 2695:Curriculum vitae 2680:Background check 2549: 2542: 2535: 2526: 2525: 2521: 2509: 2493: 2487: 2482: 2480: 2472: 2437: 2436: 2429: 2420: 2419: 2417: 2416: 2402: 2396: 2395: 2393: 2370:Personnel Review 2365: 2359: 2358: 2322: 2313: 2312: 2302: 2270: 2264: 2263: 2261: 2260: 2254:Business Insider 2245: 2239: 2238: 2212: 2203: 2197: 2196: 2167: 2161: 2160: 2132: 2126: 2125: 2104: 2098: 2097: 2095: 2094: 2079: 2073: 2072: 2070: 2069: 2055: 2049: 2048: 2046: 2045: 2030: 2024: 2023: 2022: 2020: 2014: 2008:, archived from 2003: 1994: 1988: 1987: 1985: 1983: 1971: 1965: 1958: 1952: 1945: 1939: 1932: 1926: 1925: 1914: 1908: 1907: 1905: 1903: 1892: 1886: 1885: 1883: 1881: 1876: 1868: 1862: 1861: 1859: 1857: 1842: 1836: 1835: 1833: 1831: 1826: 1818: 1812: 1811: 1809: 1808: 1793: 1787: 1786: 1779: 1773: 1772: 1770: 1746: 1740: 1739: 1711: 1705: 1704: 1694: 1662: 1656: 1655: 1645: 1617: 1611: 1610: 1576: 1567: 1561: 1560: 1540: 1534: 1533: 1523: 1499: 1493: 1492: 1464: 1458: 1457: 1447: 1423: 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Archived from 1007: 999: 993: 992: 974: 965: 948: 945: 908:Labour economics 881: 876: 875: 830: 823: 819: 816: 810: 779: 771: 748:Gerhard Schröder 723:work intensities 706: 699: 695: 692: 686: 660: 659: 652: 630:flexible working 600: 596: 584: 580: 576: 572: 564: 524:salaried workers 350: 346: 338: 334: 297: 290: 279: 272: 268: 265: 259: 258:for suggestions. 254:See Knowledge's 239: 238: 231: 224: 217: 213: 210: 204: 181: 180: 173: 166: 159: 155: 152: 146: 144: 103: 79: 71: 60: 38: 37: 30: 21: 4480: 4479: 4475: 4474: 4473: 4471: 4470: 4469: 4440: 4439: 4438: 4433: 4429:Organized labor 4399:Aspects of jobs 4375: 4366:Toxic workplace 4301:Emotional labor 4274: 4198:Public programs 4193: 4110:Great Recession 4080:Full employment 4068:Long Depression 4034: 3932:Banishment room 3908: 3830:Refusal of work 3773: 3697:Corporate crime 3665: 3632: 3495: 3420: 3297: 3224: 3158: 3035:Graduate school 2945: 2867: 2811: 2802:Underemployment 2661: 2605:Self-employment 2580:Contingent work 2570:Academic tenure 2563:Classifications 2558: 2553: 2518: 2507: 2501: 2485: 2483: 2474: 2473: 2446: 2441: 2440: 2431: 2430: 2423: 2414: 2412: 2404: 2403: 2399: 2366: 2362: 2323: 2316: 2285:(2): CD008009. 2271: 2267: 2258: 2256: 2246: 2242: 2210: 2204: 2200: 2168: 2164: 2133: 2129: 2105: 2101: 2092: 2090: 2081: 2080: 2076: 2067: 2065: 2057: 2056: 2052: 2043: 2041: 2032: 2031: 2027: 2018: 2016: 2012: 2001: 1995: 1991: 1981: 1979: 1972: 1968: 1959: 1955: 1946: 1942: 1933: 1929: 1916: 1915: 1911: 1901: 1899: 1894: 1893: 1889: 1879: 1877: 1874: 1870: 1869: 1865: 1855: 1853: 1844: 1843: 1839: 1829: 1827: 1824: 1820: 1819: 1815: 1806: 1804: 1795: 1794: 1790: 1781: 1780: 1776: 1747: 1743: 1712: 1708: 1671:Human Relations 1663: 1659: 1618: 1614: 1574: 1568: 1564: 1541: 1537: 1500: 1496: 1465: 1461: 1424: 1417: 1394: 1390: 1381: 1379: 1371: 1370: 1366: 1357: 1355: 1346: 1345: 1341: 1332: 1330: 1320: 1316: 1310:Wayback Machine 1300: 1296: 1287: 1285: 1276: 1275: 1271: 1262: 1260: 1252: 1251: 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4257: 4252: 4247: 4242: 4237: 4232: 4227: 4222: 4217: 4212: 4207: 4201: 4199: 4195: 4194: 4192: 4191: 4186: 4181: 4180: 4179: 4174: 4164: 4159: 4154: 4149: 4144: 4139: 4134: 4129: 4128: 4127: 4122: 4117: 4112: 4102: 4100:Phillips curve 4097: 4092: 4087: 4082: 4077: 4072: 4071: 4070: 4065: 4055: 4050: 4044: 4042: 4036: 4035: 4033: 4032: 4027: 4026: 4025: 4020: 4010: 4009: 4008: 4003: 4001:Retirement age 3998: 3988: 3983: 3982: 3981: 3971: 3966: 3961: 3956: 3954:Exit interview 3951: 3946: 3945: 3944: 3939: 3934: 3924: 3918: 3916: 3910: 3909: 3907: 3906: 3901: 3900: 3899: 3894: 3884: 3879: 3878: 3877: 3872: 3867: 3862: 3857: 3852: 3847: 3842: 3832: 3827: 3822: 3817: 3812: 3807: 3802: 3797: 3792: 3787: 3781: 3779: 3775: 3774: 3772: 3771: 3766: 3761: 3756: 3751: 3746: 3741: 3736: 3731: 3726: 3721: 3716: 3711: 3706: 3704:Discrimination 3701: 3700: 3699: 3694: 3689: 3684: 3673: 3671: 3667: 3666: 3664: 3663: 3658: 3656:Gender pay gap 3653: 3648: 3642: 3640: 3634: 3633: 3631: 3630: 3625: 3620: 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