After seven years as a retail associate at a big-box store in Virginia, Alicia Costello still did not have a consistent schedule week to week, and requesting paid time off was a hassle. For a while, Costello got by — until she became pregnant with her first child. Doctors’ appointments had to be noted at least a month in advance, and approval wasn’t guaranteed, she said. “It’s frustrating to be limited on the time that you’ve accrued and worked so hard for, not knowing when you can and cannot use that time,” Costello said. “There’s only so much that we can take on physically and mentally.” Needing a job that would allow her to spend more time with her family, Costello quit in April, and her experience is shared by a majority of the US workforce. Almost two-thirds of US workers struggle with volatile, inflexible work schedules, according to a new national Gallup survey, called the State of American Jobs Study, published Tuesday. Meanwhile, workers with predictable schedules enjoy more financial security, better work-life balance and more overall satisfaction with their jobs, according to the survey of 18,000 employees. “I think one of the biggest questions on people’s minds right now is, even though unemployment is fairly low, why are millions of workers still feeling so disillusioned and disengaged and struggling to get by?” said Rachel Korberg, executive director and cofounder of the Family and Workers Fund, which partnered to create the survey. “We need to shift from a conversation that’s just about job quantity to a conversation also about job quality.” Diving into the data Most notably, about 41% of those surveyed said they had little to no control over how many hours they work, what days they work or when they can take time off. Additionally, more than one quarter of workers said they don’t know their schedule two weeks or more in advance. “I think the important thing to underscore here is not just that everyone wants a 9-to-5 with the exact same hours all the time Monday through Friday,” Korberg said. “It’s actually about the worker having a say in their schedule.” Unpredictable schedules often involve frequent schedule changes and shift cancellations, making it difficult to plan for life events or maintain a second form of employment, according to the survey. For this reason, about 38% of those with low-quality schedules reported facing financial hardship. Many employers may cut hours in the week to be just below 40 hours so that overtime pay won’t be necessary — a small adjustment that can have a big impact for low-wage workers, Korberg said. In Costello’s case, she had to work 39-hour weeks. “There was never any approval for overtime,” Costello recalled. “That was difficult because, especially in preparation for the holidays, it would be nice to save up money and get overtime here and there.” Schedule volatility was found to be especially common among part-time workers and those without a college degree, even when controlled for age, gender, education and industry, according to the survey. “There’s an (attitude) that these employees are potentially more replaceable and may have less say in their workplace,” said Guy David, the Alan B. Miller Professor and Chair of Health Care Management at the Wharton School and professor of medical ethics and health policy at the Perelman School of Medicine at the University of Pennsylvania. He was not involved in the survey. Why employers should pay attention From his own research into the working conditions of health care employees, David found those with unreliable schedules were more likely to quit. However, many employers may be unaware of just how important work-life balance has become for workers, he added. “I think this (survey) confirms our findings and is a wake-up call for companies wishing to increase or improve retention without potentially increasing payroll,” David said. “Newer generations especially want to have very clear boundaries.” The Covid-19 pandemic was likely a big driver in this attitude change as well, suggested Maria Flynn, CEO and president of Jobs for the Future, which also partnered to create the survey. As more companies shifted to at-home work, the labor force became more accustomed to greater flexibility. Though automated scheduling systems are widely used across industries already, in the future more companies may adopt artificial intelligence-driven systems capable of studying the needs of workers and balancing them with the demands of the company, David said. While Flynn and Korberg suggested workers communicate openly about schedule preferences with their managers, they also acknowledged the change will largely have to take place among employers. “A good schedule helps businesses engage and retain workers, and that contributes to the bottom line,” Korberg said. “I’m hoping companies will take note of the study and look at (whether) there (are) changes, they could make to their scheduling practices.”
EXCLUSIVE: Most US workers say they have unpredictable, inflexible schedules, new survey finds
TruthLens AI Suggested Headline:
"Survey Reveals Two-Thirds of U.S. Workers Face Unpredictable Schedules"
CNN
7.4
TruthLens AI Summary
A recent Gallup survey, the State of American Jobs Study, reveals that nearly two-thirds of U.S. workers face unpredictable and inflexible work schedules, impacting their overall job satisfaction and financial stability. Alicia Costello, a retail associate in Virginia, exemplifies the struggles many employees face. After seven years in her position, she found it increasingly difficult to manage her work schedule, especially after becoming pregnant. Costello's experience highlights a broader issue: 41% of workers reported having little control over their hours, and many lack advanced notice of their schedules. This unpredictability not only complicates personal planning, such as medical appointments, but also contributes to financial hardships, particularly for low-wage workers who might have their hours deliberately kept below 40 to avoid overtime pay. The survey indicates that workers with predictable schedules generally enjoy greater financial security and improved work-life balance, underscoring the importance of job quality alongside job quantity in the current labor market.
The survey findings also reveal a significant disparity in scheduling challenges based on employment status and education levels. Part-time workers and those without college degrees are more likely to experience schedule volatility, suggesting a perception among employers that these workers are more replaceable. Experts like Guy David emphasize the need for employers to recognize the importance of work-life balance, especially as newer generations prioritize clear boundaries between work and personal life. The COVID-19 pandemic has further shifted worker expectations, with many now accustomed to greater flexibility in their schedules. As companies increasingly utilize automated scheduling systems, there is potential for advancements in artificial intelligence to better align worker needs with business demands. Both Maria Flynn and Rachel Korberg advocate for open communication between workers and employers regarding scheduling preferences, suggesting that improvements in scheduling practices could enhance employee retention and overall business performance.
TruthLens AI Analysis
The article sheds light on the challenges faced by many American workers regarding their work schedules, emphasizing the increasing demand for predictable and flexible working conditions. It highlights the experiences of individuals like Alicia Costello, who struggle with the erratic nature of their jobs, especially in the retail sector.
Purpose Behind the Article
The primary goal of this article seems to be raising awareness about the issues related to job flexibility and workers' rights. By sharing personal anecdotes and statistical data from the Gallup survey, the article aims to highlight the widespread nature of these challenges. It serves to inform the public and policymakers about the need for reforms in labor practices, particularly in industries where unpredictability is rampant.
Community Perception
The article likely seeks to evoke empathy and understanding from readers regarding the plight of workers with unpredictable schedules. It aims to create a sense of urgency around the need for better working conditions, appealing to both employees and employers to rethink the current labor practices.
Possible Omissions
While the article effectively presents the struggles of workers, it may downplay potential solutions or existing initiatives aimed at improving work-life balance. There's a lack of exploration into successful case studies or efforts that have led to better scheduling practices, which could provide a more balanced view.
Manipulative Elements
The article does not appear to be overtly manipulative; however, it does use emotionally charged language and personal stories to engage readers. This approach can evoke feelings of frustration and urgency, potentially leading to a call for action without providing a complete picture of the complexities involved in labor markets.
Truthfulness of the Information
The data presented, derived from a Gallup survey of 18,000 employees, adds credibility to the claims made in the article. However, the reliance on anecdotal evidence alongside statistical data could lead to a perception of bias if not properly contextualized.
Societal Implications
If these issues remain unaddressed, the potential consequences could include increased worker dissatisfaction, higher turnover rates, and a growing sense of disillusionment with the labor market. This could lead to broader societal implications, including strikes or movements advocating for workers' rights.
Support Base
The article likely resonates more with lower to middle-income workers, particularly in sectors such as retail and service industries where scheduling issues are prevalent. It aims to connect with communities that advocate for workers’ rights and better job quality.
Impact on Markets
While the immediate impact on stock markets may be limited, sectors heavily reliant on flexible labor, like retail and hospitality, could see scrutiny from investors regarding labor practices. Companies that fail to address these issues might face reputational risks, potentially affecting their stock performance.
Geopolitical Relevance
This article does not directly address global power dynamics, but the labor conditions in the U.S. can influence economic policies and workforce trends worldwide. The conversation around labor rights is increasingly relevant, especially as remote work and gig economies evolve.
AI Influence
There’s no clear indication that AI was used in the writing of this article. However, if AI models were employed, they might have been used to analyze survey data and generate insights. The language and structure of the article suggest a human touch, particularly in the anecdotal segments which resonate emotionally.
Conclusion
Overall, the article presents a credible account of workers' struggles with unpredictable schedules. Its goal is to spark a conversation about job quality, urging stakeholders to consider the broader implications of labor practices. The emotional appeal, alongside statistical evidence, enhances its impact while potentially oversimplifying complex issues.