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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.
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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.
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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
728:
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
713:
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
404:
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
1151:"Global, regional, and national burdens of ischemic heart disease and stroke attributable to exposure to long working hours for 194 countries, 2000–2016: A systematic analysis from the WHO/ILO Joint Estimates of the Work-related Burden of Disease and Injury"
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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.
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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.
2107:
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
1797:"Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU"
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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.
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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
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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
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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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1428:"National-Level Family Policies and workers' Access to Schedule Control in a European Comparative Perspective: Crowding Out or In, and for Whom?"
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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.
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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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1572:"Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case: Flexible Working and Performance"
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Origo, Federica; Pagani, Laura (12 September 2008). "Workplace flexibility and job satisfaction: some evidence from Europe".
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343:, Flextime typically involves a "core" period of the day during which employees are required to be at work (e.g., between 11
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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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364:. Some claim that flexible working will change the nature of the way we work. The idea of flextime was invented by
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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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1667:"Women's employment patterns after childbirth and the perceived access to and use of flexitime and teleworking"
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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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1751:"Gender Discrepancies in the Outcomes of Schedule Control on Overtime Hours and Income in Germany"
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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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1783:"Work–life balance - Employment, Social Affairs & Inclusion - European Commission"
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2208:"The decreasing returns on working time: an empirical analysis on panel country data"
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1075:"How Entrepreneurs Can Attract And Retain Talented Millennials Who Prioritize Health"
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Flexible working time accounts shall be calculated for a period of at least one year.
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554:, flextime permits workers to vary their schedule. For example, they may opt to work
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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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1504:"'Women's work penalty' in access to flexible working arrangements across Europe"
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2275:"Flexible working conditions and their effects on employee health and wellbeing"
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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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2009:
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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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2250:"Companies That Offer Flexible Schedules Get More Out Of Their Employees"
1767:
1750:
1324:"Companies That Offer Flexible Schedules Get More Out Of Their Employees"
1254:"Attitudes towards working from home – Cezanne HR survey results | Onrec"
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A flextime policy allows staff to determine when they will work, while a
340:
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1038:
Owen, John D. (January 1977). "Flexitime: Some Problems and Solutions".
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2510:. Trends in social cohesion, No. 15. Council of Europe. November 2005.
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http://www.hrmagazine.co.uk/hro/features/1143166/flexible-dads-choice
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451:, In the United Kingdom, flextime working is commonplace in both the
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2006:
UK Govt. Department for Business, Enterprise and Regulatory Reform
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1997:
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
523:
2206:
Cette, Gilbert; Chang, Samuel; Konte, Maty (November 2011).
1999:"The Third Work–Life Balance Employer Survey: Main Findings"
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3302:
1949:"What Is A 9/80 Work Schedule? Definition, Pros & Cons"
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and back-office functions of commercial organizations and
2842:
2083:"Top 10 Benefits of Flexible Work Policies for Companies"
1846:"UK Department of Trade and Industry employment guidance"
1348:"Top 10 Benefits of Flexible Work Policies for Companies"
1210:"How flexible working can benefit you and your employees"
1570:
de Menezes, Lilian M.; Kelliher, Clare (December 2011).
1665:
Chung, Heejung; van der Horst, Mariska (January 2018).
3529:
List of countries by rate of fatal workplace accidents
2455:
Khan, Ali (November 2006). "Essay: Islamic Flextime".
2106:
1622:
The International Journal of Human Resource Management
1469:
Industrial Relations: A Journal of Economy and Society
947:
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:
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1426:Chung, Heejung (January 2019).
1389:
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1295:
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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:
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284:
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276:
250:used on Knowledge
248:encyclopedic tone
229:
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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
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2370:Personnel Review
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2254:Business Insider
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1328:Business Insider
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1008:. Archived from
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908:Labour economics
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748:Gerhard Schröder
723:work intensities
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350:
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258:for suggestions.
254:See Knowledge's
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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:
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3158:
3035:Graduate school
2945:
2867:
2811:
2802:Underemployment
2661:
2605:Self-employment
2580:Contingent work
2570:Academic tenure
2563:Classifications
2558:
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1671:Human Relations
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3704:Discrimination
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3511:
3505:
3503:
3497:
3496:
3494:
3493:
3488:
3487:
3486:
3476:
3471:
3469:Parental leave
3466:
3464:Marriage leave
3461:
3459:Life insurance
3456:
3451:
3446:
3441:
3436:
3430:
3428:
3422:
3421:
3419:
3418:
3413:
3408:
3403:
3398:
3393:
3388:
3387:
3386:
3376:
3375:
3374:
3369:
3364:
3359:
3349:
3348:
3347:
3342:
3332:
3327:
3322:
3317:
3315:Income bracket
3311:
3309:
3299:
3298:
3296:
3295:
3290:
3285:
3280:
3275:
3270:
3265:
3260:
3255:
3250:
3248:Eight-hour day
3245:
3240:
3234:
3232:
3226:
3225:
3223:
3222:
3217:
3212:
3207:
3202:
3197:
3192:
3187:
3182:
3177:
3172:
3166:
3164:
3160:
3159:
3157:
3156:
3151:
3146:
3145:
3144:
3139:
3129:
3124:
3119:
3114:
3113:
3112:
3107:
3102:
3097:
3092:
3087:
3082:
3077:
3072:
3067:
3062:
3057:
3052:
3047:
3042:
3037:
3032:
3027:
3022:
3017:
3007:
3005:Creative class
3002:
2997:
2992:
2987:
2982:
2977:
2976:
2975:
2965:
2963:Apprenticeship
2959:
2957:
2947:
2946:
2944:
2943:
2938:
2933:
2931:Scarlet-collar
2928:
2923:
2918:
2913:
2908:
2903:
2898:
2893:
2888:
2883:
2877:
2875:
2869:
2868:
2866:
2865:
2860:
2855:
2850:
2845:
2840:
2835:
2830:
2825:
2819:
2817:
2813:
2812:
2810:
2809:
2804:
2799:
2794:
2789:
2784:
2779:
2774:
2769:
2764:
2759:
2754:
2749:
2744:
2739:
2734:
2729:
2724:
2723:
2722:
2712:
2707:
2702:
2697:
2692:
2687:
2682:
2677:
2671:
2669:
2663:
2662:
2660:
2659:
2654:
2649:
2647:Temporary work
2644:
2639:
2634:
2633:
2632:
2627:
2622:
2615:Skilled worker
2612:
2607:
2602:
2597:
2592:
2587:
2582:
2577:
2572:
2566:
2564:
2560:
2559:
2552:
2551:
2544:
2537:
2529:
2523:
2522:
2516:
2499:
2494:
2486:|journal=
2452:
2445:
2444:External links
2442:
2439:
2438:
2421:
2397:
2376:(2): 278–293.
2360:
2333:(5): 355–362.
2314:
2265:
2240:
2198:
2162:
2127:
2116:(4): 496–513.
2099:
2074:
2050:
2025:
1989:
1966:
1953:
1940:
1927:
1909:
1887:
1863:
1852:on 6 July 2009
1837:
1813:
1788:
1774:
1761:(6): 752–765.
1741:
1722:(4): 391–418.
1706:
1657:
1628:(3): 419–431.
1612:
1585:(4): 452–474.
1562:
1551:(6): 539–566.
1535:
1494:
1459:
1415:
1404:(1): 107–117.
1388:
1364:
1339:
1314:
1294:
1269:
1245:
1225:
1200:
1141:
1116:
1091:
1065:
1046:(2): 152–160.
1025:
994:
959:
958:
956:
953:
950:
949:
939:
938:
936:
933:
932:
931:
926:
921:
915:
910:
905:
900:
894:
889:
883:
882:
866:
863:
862:
861:
858:
857:
856:
853:
846:
842:
833:
832:
783:
781:
774:
768:
765:
759:
756:
742:
739:
709:
708:
664:
662:
655:
649:
646:
637:
634:
617:
614:
590:
587:
515:
512:
465:local councils
461:administrative
449:United Kingdom
443:
442:United Kingdom
440:
430:
427:
410:
407:
389:
386:
370:Wilhelm Haller
307:(also spelled
300:
299:
282:
281:
243:
241:
234:
227:
226:
190:citation style
185:
183:
176:
169:
168:
83:
81:
74:
69:
43:
42:
40:
33:
26:
9:
6:
4:
3:
2:
4477:
4466:
4463:
4461:
4460:Labor history
4458:
4456:
4453:
4451:
4448:
4447:
4445:
4430:
4427:
4425:
4422:
4420:
4417:
4415:
4412:
4410:
4407:
4405:
4402:
4400:
4397:
4395:
4392:
4391:
4382:
4381:
4378:
4372:
4369:
4367:
4364:
4362:
4359:
4357:
4354:
4352:
4349:
4347:
4344:
4342:
4339:
4337:
4334:
4332:
4329:
4327:
4326:Make-work job
4324:
4322:
4319:
4317:
4314:
4312:
4309:
4307:
4304:
4302:
4299:
4297:
4294:
4292:
4289:
4287:
4284:
4283:
4281:
4277:
4273:
4272:
4266:
4263:
4261:
4258:
4256:
4253:
4251:
4248:
4246:
4245:Right to work
4243:
4241:
4238:
4236:
4233:
4231:
4230:Job guarantee
4228:
4226:
4223:
4221:
4218:
4216:
4215:Make-work job
4213:
4211:
4208:
4206:
4203:
4202:
4200:
4196:
4190:
4187:
4185:
4182:
4178:
4175:
4173:
4170:
4169:
4168:
4165:
4163:
4160:
4158:
4155:
4153:
4150:
4148:
4145:
4143:
4140:
4138:
4135:
4133:
4130:
4126:
4123:
4121:
4118:
4116:
4113:
4111:
4108:
4107:
4106:
4103:
4101:
4098:
4096:
4093:
4091:
4088:
4086:
4083:
4081:
4078:
4076:
4073:
4069:
4066:
4064:
4061:
4060:
4059:
4056:
4054:
4051:
4049:
4046:
4045:
4043:
4041:
4037:
4031:
4028:
4024:
4021:
4019:
4016:
4015:
4014:
4011:
4007:
4004:
4002:
3999:
3997:
3994:
3993:
3992:
3989:
3987:
3986:Restructuring
3984:
3980:
3977:
3976:
3975:
3972:
3970:
3967:
3965:
3964:Notice period
3962:
3960:
3957:
3955:
3952:
3950:
3947:
3943:
3940:
3938:
3935:
3933:
3930:
3929:
3928:
3925:
3923:
3920:
3919:
3917:
3915:
3911:
3905:
3902:
3898:
3895:
3893:
3890:
3889:
3888:
3885:
3883:
3880:
3876:
3873:
3871:
3870:Unfree labour
3868:
3866:
3863:
3861:
3858:
3856:
3853:
3851:
3848:
3846:
3843:
3841:
3840:Bonded labour
3838:
3837:
3836:
3833:
3831:
3828:
3826:
3823:
3821:
3818:
3816:
3813:
3811:
3808:
3806:
3803:
3801:
3798:
3796:
3793:
3791:
3788:
3786:
3783:
3782:
3780:
3776:
3770:
3767:
3765:
3762:
3760:
3757:
3755:
3754:Whistleblower
3752:
3750:
3747:
3745:
3742:
3740:
3737:
3735:
3732:
3730:
3727:
3725:
3722:
3720:
3717:
3715:
3712:
3710:
3707:
3705:
3702:
3698:
3695:
3693:
3690:
3688:
3687:Control fraud
3685:
3683:
3680:
3679:
3678:
3675:
3674:
3672:
3668:
3662:
3661:Glass ceiling
3659:
3657:
3654:
3652:
3649:
3647:
3644:
3643:
3641:
3639:
3635:
3629:
3626:
3624:
3621:
3619:
3616:
3614:
3611:
3609:
3606:
3602:
3599:
3598:
3597:
3596:Work accident
3594:
3592:
3589:
3585:
3584:United States
3582:
3581:
3580:
3577:
3575:
3572:
3570:
3567:
3565:
3562:
3560:
3557:
3555:
3552:
3550:
3547:
3545:
3542:
3540:
3537:
3535:
3532:
3530:
3527:
3525:
3522:
3520:
3517:
3515:
3512:
3510:
3507:
3506:
3504:
3502:
3498:
3492:
3489:
3485:
3484:United States
3482:
3481:
3480:
3477:
3475:
3472:
3470:
3467:
3465:
3462:
3460:
3457:
3455:
3452:
3450:
3447:
3445:
3442:
3440:
3439:Casual Friday
3437:
3435:
3432:
3431:
3429:
3427:
3423:
3417:
3414:
3412:
3409:
3407:
3404:
3402:
3399:
3397:
3396:Paid time off
3394:
3392:
3391:Overtime rate
3389:
3385:
3382:
3381:
3380:
3377:
3373:
3372:United States
3370:
3368:
3365:
3363:
3360:
3358:
3355:
3354:
3353:
3350:
3346:
3343:
3341:
3338:
3337:
3336:
3333:
3331:
3328:
3326:
3323:
3321:
3318:
3316:
3313:
3312:
3310:
3308:
3304:
3300:
3294:
3291:
3289:
3286:
3284:
3281:
3279:
3276:
3274:
3271:
3269:
3266:
3264:
3261:
3259:
3256:
3254:
3251:
3249:
3246:
3244:
3243:Four-day week
3241:
3239:
3236:
3235:
3233:
3231:
3227:
3221:
3218:
3216:
3213:
3211:
3208:
3206:
3203:
3201:
3198:
3196:
3193:
3191:
3188:
3186:
3183:
3181:
3178:
3176:
3173:
3171:
3168:
3167:
3165:
3161:
3155:
3152:
3150:
3147:
3143:
3140:
3138:
3135:
3134:
3133:
3130:
3128:
3127:Practice firm
3125:
3123:
3120:
3118:
3115:
3111:
3108:
3106:
3103:
3101:
3098:
3096:
3093:
3091:
3088:
3086:
3083:
3081:
3078:
3076:
3073:
3071:
3068:
3066:
3063:
3061:
3058:
3056:
3053:
3051:
3048:
3046:
3043:
3041:
3038:
3036:
3033:
3031:
3028:
3026:
3025:Employability
3023:
3021:
3018:
3016:
3013:
3012:
3011:
3008:
3006:
3003:
3001:
2998:
2996:
2993:
2991:
2988:
2986:
2983:
2981:
2978:
2974:
2971:
2970:
2969:
2966:
2964:
2961:
2960:
2958:
2956:
2952:
2948:
2942:
2939:
2937:
2934:
2932:
2929:
2927:
2926:Orange-collar
2924:
2922:
2919:
2917:
2914:
2912:
2909:
2907:
2904:
2902:
2899:
2897:
2894:
2892:
2889:
2887:
2884:
2882:
2879:
2878:
2876:
2874:
2873:Working class
2870:
2864:
2861:
2859:
2856:
2854:
2851:
2849:
2846:
2844:
2841:
2839:
2836:
2834:
2831:
2829:
2826:
2824:
2821:
2820:
2818:
2814:
2808:
2805:
2803:
2800:
2798:
2795:
2793:
2790:
2788:
2785:
2783:
2780:
2778:
2775:
2773:
2770:
2768:
2765:
2763:
2760:
2758:
2755:
2753:
2750:
2748:
2747:Job interview
2745:
2743:
2740:
2738:
2735:
2733:
2730:
2728:
2725:
2721:
2718:
2717:
2716:
2713:
2711:
2708:
2706:
2703:
2701:
2698:
2696:
2693:
2691:
2688:
2686:
2683:
2681:
2678:
2676:
2673:
2672:
2670:
2668:
2664:
2658:
2655:
2653:
2650:
2648:
2645:
2643:
2640:
2638:
2635:
2631:
2628:
2626:
2623:
2621:
2618:
2617:
2616:
2613:
2611:
2608:
2606:
2603:
2601:
2600:Part-time job
2598:
2596:
2593:
2591:
2588:
2586:
2585:Full-time job
2583:
2581:
2578:
2576:
2573:
2571:
2568:
2567:
2565:
2561:
2557:
2550:
2545:
2543:
2538:
2536:
2531:
2530:
2527:
2519:
2517:92-871-5813-4
2513:
2506:
2505:
2500:
2498:
2495:
2491:
2478:
2470:
2466:
2462:
2458:
2453:
2451:
2448:
2447:
2434:
2428:
2426:
2411:
2407:
2401:
2392:
2387:
2383:
2379:
2375:
2371:
2364:
2356:
2352:
2348:
2344:
2340:
2336:
2332:
2328:
2321:
2319:
2310:
2306:
2301:
2296:
2292:
2288:
2284:
2280:
2276:
2269:
2255:
2251:
2244:
2236:
2232:
2228:
2224:
2220:
2216:
2209:
2202:
2194:
2190:
2186:
2182:
2178:
2174:
2166:
2158:
2154:
2150:
2146:
2143:(1): 89–117.
2142:
2138:
2131:
2123:
2119:
2115:
2111:
2103:
2088:
2084:
2078:
2064:
2060:
2054:
2039:
2035:
2029:
2011:
2007:
2000:
1993:
1977:
1970:
1963:
1957:
1950:
1944:
1937:
1931:
1923:
1919:
1913:
1897:
1891:
1873:
1867:
1851:
1847:
1841:
1823:
1817:
1802:
1798:
1792:
1784:
1778:
1769:
1764:
1760:
1756:
1752:
1745:
1737:
1733:
1729:
1725:
1721:
1717:
1710:
1702:
1698:
1693:
1688:
1684:
1680:
1676:
1672:
1668:
1661:
1653:
1649:
1644:
1639:
1635:
1631:
1627:
1623:
1616:
1608:
1604:
1600:
1596:
1592:
1588:
1584:
1580:
1573:
1566:
1558:
1554:
1550:
1546:
1539:
1531:
1527:
1522:
1517:
1513:
1509:
1505:
1498:
1490:
1486:
1482:
1478:
1474:
1470:
1463:
1455:
1451:
1446:
1441:
1437:
1433:
1429:
1422:
1420:
1411:
1407:
1403:
1399:
1392:
1378:
1374:
1368:
1353:
1349:
1343:
1329:
1325:
1318:
1311:
1307:
1304:
1298:
1284:. 31 May 2010
1283:
1279:
1273:
1259:
1258:www.onrec.com
1255:
1249:
1242:
1238:
1235:
1229:
1215:
1211:
1204:
1196:
1192:
1187:
1182:
1177:
1172:
1168:
1164:
1160:
1156:
1152:
1145:
1130:
1126:
1120:
1105:
1101:
1095:
1080:
1076:
1069:
1061:
1057:
1053:
1049:
1045:
1041:
1034:
1032:
1030:
1015:on 2014-11-07
1011:
1004:
998:
990:
986:
982:
978:
971:
964:
960:
944:
940:
930:
927:
925:
922:
919:
916:
914:
911:
909:
906:
904:
901:
898:
895:
893:
890:
888:
885:
884:
880:
874:
869:
859:
854:
850:
849:
847:
843:
840:
839:
838:
829:
826:
818:
815:February 2020
808:
804:
800:
794:
793:
789:
784:This section
782:
778:
773:
772:
764:
755:
753:
749:
738:
734:
730:
726:
724:
720:
715:
705:
702:
694:
691:December 2015
684:
679:
675:
671:
670:
663:
654:
653:
645:
643:
633:
631:
627:
623:
613:
610:
605:
602:
586:
568:
559:
557:
553:
548:
546:
542:
537:
532:
529:
525:
521:
514:United States
511:
508:
506:
500:
498:
492:
488:
484:
481:
476:
473:
468:
466:
462:
458:
454:
450:
439:
436:
433:In 2017, the
426:
422:
418:
414:
406:
402:
400:
394:
385:
383:
379:
375:
371:
367:
363:
358:
353:
342:
330:
326:
322:
318:
314:
310:
306:
296:
293:
278:
275:
267:
257:
251:
249:
242:
233:
232:
223:
220:
212:
202:
198:
192:
191:
186:This article
184:
175:
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165:
162:
154:
143:
140:
136:
133:
129:
126:
122:
119:
115:
112: –
111:
107:
106:Find sources:
100:
96:
90:
89:
84:This article
82:
78:
73:
72:
67:
65:
58:
57:
52:
51:
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19:
4450:Working time
4361:Toxic leader
4341:Presenteeism
4321:Labor rights
4311:Going postal
4286:Bullshit job
4269:
4254:
4249:
4040:Unemployment
3892:Downshifting
3875:Wage slavery
3855:Penal labour
3810:Dead-end job
3800:Conscription
3579:Right to sit
3434:Annual leave
3416:Working poor
3352:Minimum wage
3330:Maximum wage
3288:Working time
3278:Six-hour day
3257:
3180:Career break
3142:Professional
2936:Black-collar
2906:White-collar
2886:Green-collar
2863:Volunteering
2700:Drug testing
2690:Cover letter
2630:Tradesperson
2503:
2477:cite journal
2413:. Retrieved
2409:
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2391:11343/191878
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2040:. 2014-06-29
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1803:. 2019-07-12
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1354:. 2013-10-25
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1214:the Guardian
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1104:www.csus.edu
1103:
1100:"New Page 1"
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1010:the original
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93:Please help
88:verification
85:
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47:Please help
44:
4250:Historical:
3974:Resignation
3914:Termination
3897:Slow living
3865:Truck wages
3850:Labour camp
3778:Willingness
3670:Infractions
3325:Living wage
3273:Remote work
2941:Gold-collar
2896:Pink-collar
2891:Grey-collar
2881:Blue-collar
2848:Labour hire
2823:Cooperative
2787:Recruitment
2742:Job hunting
2675:Application
2657:Wage labour
2642:Labour hire
2595:Job sharing
2179:(1): 1–19.
1902:14 November
1134:10 February
1084:22 February
924:Remote work
758:Definitions
685:if you can.
636:Millennials
626:time sheets
4444:Categories
4184:Wage curve
3991:Retirement
3904:Workaholic
3882:Work ethic
3749:Wage theft
3734:Labour law
3729:Evaluation
3714:Dress code
3479:Sick leave
3444:Child care
3406:Salary cap
3320:Income tax
3283:Shift work
3220:Time clock
3215:Sick leave
3210:Sabbatical
3175:Break room
3163:Attendance
3132:Profession
3117:Mentorship
3095:Retraining
3020:E-learning
2916:New-collar
2911:Red-collar
2858:Supervisor
2838:Internship
2757:Onboarding
2625:Technician
2620:Journeyman
2590:Gig worker
2556:Employment
2415:2022-12-06
2259:2022-12-06
2093:2022-12-06
2068:2022-12-06
2044:2022-12-06
2019:8 December
1982:27 January
1880:27 January
1856:27 January
1830:27 January
1807:2024-05-10
1382:2022-12-06
1358:2022-12-06
1333:2022-12-06
1288:2022-12-06
1263:2022-12-06
1219:2022-12-06
1161:: 106595.
1040:ILR Review
1019:2014-11-06
955:References
929:Time clock
752:Volkswagen
642:Millennial
480:Nick Clegg
347:a.m. and 3
264:March 2021
209:March 2021
201:footnoting
121:newspapers
110:"Flextime"
50:improve it
4371:Workhouse
4291:Busy work
4105:Recession
3969:Pink slip
3927:Dismissal
3790:Careerism
3384:Singapore
3362:Hong Kong
3230:Schedules
3149:Tradesman
3050:Licensure
3010:Education
2980:Avocation
2921:No-collar
2901:Precariat
2782:Probation
2737:Job fraud
2235:218639264
2063:visual.ly
1960:FEDweek,
1736:143173961
1652:153442559
1643:1826/4097
1599:143305758
1530:158083149
1454:158186015
1060:154714704
989:A75434903
786:does not
589:Australia
567:rush hour
528:insurance
362:rush hour
357:flexplace
335:a.m. to 5
329:employees
317:flex-time
309:flexitime
56:talk page
18:Flexitime
4279:See also
4205:Workfare
4030:Turnover
3426:Benefits
3307:salaries
3268:Overtime
3258:Flextime
3190:Gap year
3185:Furlough
3154:Vocation
3137:Operator
3000:Coaching
2955:training
2833:Employer
2828:Employee
2732:Job fair
2610:Side job
2355:27223681
2347:10760119
2309:20166100
2193:53482607
2157:53476512
2087:HuffPost
2038:BBC News
1701:29276304
1352:HuffPost
1306:Archived
1237:Archived
1195:34011457
865:See also
667:require
597:a.m. – 3
581:a.m. – 3
573:a.m. – 6
497:overtime
376:and the
321:schedule
305:Flextime
197:citation
151:May 2008
4255:U.S.A.:
3860:Peonage
3835:Slavery
3785:Boreout
3524:Karoshi
3474:Pension
3263:On-call
2968:Artisan
2652:Laborer
2300:7175959
1964:(2013).
1951:. 2023.
1801:EUR-Lex
1692:5714156
1607:1955099
1186:8204267
1163:Bibcode
1109:27 July
807:removed
792:sources
669:cleanup
545:AFL–CIO
520:Florida
453:private
135:scholar
3959:Layoff
3509:Crunch
3367:Europe
3357:Canada
3345:Europe
2951:Career
2792:Résumé
2667:Hiring
2575:Casual
2514:
2469:943323
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3820:McJob
3340:World
3303:Wages
3170:Break
2816:Roles
2508:(PDF)
2351:S2CID
2231:S2CID
2211:(PDF)
2189:S2CID
2153:S2CID
2013:(PDF)
2002:(PDF)
1898:. BIS
1875:(PDF)
1825:(PDF)
1732:S2CID
1648:S2CID
1595:S2CID
1575:(PDF)
1526:S2CID
1450:S2CID
1056:S2CID
1013:(PDF)
1006:(PDF)
973:(PDF)
935:Notes
845:time.
339:p.m.
315:) or
142:JSTOR
128:books
3305:and
2953:and
2720:list
2512:ISBN
2490:help
2465:SSRN
2343:PMID
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2283:2010
2021:2007
1984:2012
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1697:PMID
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1191:PMID
1136:2019
1111:2018
1086:2017
985:Gale
920:(UK)
790:any
788:cite
455:and
368:and
325:work
199:and
114:news
2843:Job
2457:doi
2386:hdl
2378:doi
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2177:5–6
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