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• W761416051 abstract "Americans who wish to participate in paid work and have a family are confronted with many different barriers to a satisfactory combination of the two. One significant barrier is the prevalence of full-time positions as the dominant form of employment. (1) This article explores the role played by law in perpetuating exclusionary working time norms and the way it also offers some scope for challenging them. The lack of legitimate part-time jobs limits the options that people have to successfully combine the demands of employment and family. Family responsibilities impose time demands. The long hours of full-time employment positions, and the inflexible schedules that often go with those hours expectations, are not clearly compatible with these family demands. Part-time jobs are generally less available and less legitimate in that they are usually paid at a lower rate than their full-time counterparts, do not offer comparable or even proportional benefits, and amount to contingent employment or the career mommy-track. (2) If a range of alternative work time options was available and legitimized--in terms of rewards, recognition, responsibility, and interest--as standard full-time employment alone is now legitimized, this would go a long way toward enabling people to balance their employment and family commitments. Existing working time norms act to exclude full participation in both employment and family. (3) The limited options of fulltime employment or poorly rewarded part-time work act to exclude those with caring responsibilities, primarily, but not only, women, (4) from equal and full participation in the workforce. Conversely, until employment options apart from full-time are legitimized, parents who currently feel constrained in their jobs and gendered roles are inhibited from participating equally in caring roles. A pluralism of working arrangements would not only provide a range of options to meet the diverse needs of workers, but could also offer some unexpected benefits to businesses. A variety of legitimate options would give workers a choice over hours that they currently do not have and would thus help to eliminate the gap that exists between the hours a large proportion of employees would like to work and those they are currently working. (5) Benefits for employers in terms of productivity and employee retention are being explored and realized by some organizations and researchers but still remain largely untapped. (6) In order to develop a range of alternative employment time options, the link between time and the normative concept of a good worker needs to be loosened. Currently, the number of hours one works is seen to reflect not merely a time commitment, but a commitment to the job, an interest in career advancement, productivity, and more generally one's value as an employee. The lawyer, for instance, who puts in extremely long hours at the firm is held up as heroic and as an ideal member of the profession. (7) The shift-worker who is available to do overtime as needed by the employer, or changes shifts at a moment's notice, is also valued highly for hisapparent commitment to the business. Compliance with time demands generally--hours, scheduling, breaks, leave, etc.--is used as a proxy measure of, among other things, reliability, commitment, and productivity. In some workplaces and public debates, the assumptions about time and productivity or the good worker are being challenged and transformed. (8) Part-time work, flexible schedules, and even telecommuting place into question the assumptions that a worker must work long, rigidly scheduled hours, within the line of sight of the manager. These initiatives are being driven by different forces and have varying results. Gender equity and retention issues are key considerations in many workplaces, as women become a significant part of the workforce and yet are making demands unlike traditional unencumbered male workers. …" @default.
• W761416051 created "2016-06-24" @default.
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• W761416051 date "2018-03-03" @default.
• W761416051 modified "2023-09-26" @default.
• W761416051 title "Time Norms in the Workplace: Their Exclusionary Effect and Potential for Change" @default.
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