What are the benefits for employers for instituting variable work schedules for their employees such as call-in shifts and on-call status? How do these schedules work? Who uses them? And why have some major employers recently abandoned such practices?
Speaking to an audience of HR professionals and employers at BLR’s Advanced Employment Law Symposium (AEIS), Charlie Plumb of McAfee & Taft provides a concise explanation of the 3 most common types of variable work scheduling and the advantages and disadvantages for employers who utilize them.
AEIS is one of the most reputable and longstanding employment law conferences in the nation. Learn about the 2017 AEIS being held in Las Vegas this November.
The contract security (guarding) industry is a frequent user of just in time and on call scheduling. My experience (over 33 years in the industry) tells me this situation is almost entirely client (price) driven. Many times the client wants a four hour or six hour shift. Frequently these shifts begin and end at “unusual” hours, such as 0300 or 0400 or from 1700 to midnight, two or three days a week.. (The clients perceived “need for security” takes precedence over giving an employee an eight hour shift.) I’ve asked prospective clients if they would be willing to pay the equivalent of eight hours for a shorter shift. Very few have agreed to do so. Whenever possible, I recommend contractors (especially small companies and start-up operators without large employee bases) avoid contracts that create unfavorable working conditions, resulting in short hours, difficult schedules, pay issues; and ultimately, employee and customer dissatisfaction.
Thanks for your unique insight into this issue, Warren! Much appreciated.