scholarly journals Working More, Less or the Same During COVID-19? A Mixed Method, Intersectional Analysis of Remote Workers

2021 ◽  
pp. 073088842110472
Author(s):  
Wen Fan ◽  
Phyllis Moen
Keyword(s):  
Black Women ◽  
Survey Data ◽  
Work Hours ◽  
Advanced Degree ◽  
Remote Work ◽  
Work Experiences ◽  
Older Children ◽  
Remote Workers ◽  
Major Increase ◽  
Nationally Representative

The COVID-19 pandemic has transformed where paid work is done. Workers able to do so have been required to work remotely. We draw on survey data collected in October 2020 from a nationally representative sample of 3,017 remote workers, as well as qualitative survey data collected from 231 remote workers, to examine perceived changes in work hours from before to during the pandemic. Results indicate women are at greater risk of change (either a major decrease or a major increase)—rather than stability—in work hours. Gender also intersects with caregiving, race/ethnicity, prior remote work experiences, and socioeconomic status to shape changes in hours. Women and men in the sandwich generation, as well as women (but not men) with pre-school children, are the most likely to report a decrease in work hours, whereas women with older children at home or caring for adults (but not both) are the most likely to have an increase in hours. Remote working Black women and women moving into remote work are more likely to experience a major increase in hours worked, even as Hispanic women and Black men are the most likely to report somewhat of a reduction in work hours. Gender also intersects with SES, such that women without a college degree are more likely to have a decrease in work hours, while women with an advanced degree and women managers report a considerable increase in work hours. Qualitative data further illuminate why work hours change or remain stable for remote workers during COVID-19.

scholarly journals The impact of COVID-19 on small and medium-sized enterprises in Armenia: Evidence from a labor force survey

2020 ◽  
Vol 4 (2) ◽  
pp. e298
Author(s):  
Mane Beglaryan ◽  
Gayane Shakhmuradyan
Keyword(s):  
Logistic Regression ◽  
Labor Force ◽  
Survey Data ◽  
Nationwide Survey ◽  
Work Hours ◽  
Remote Work ◽  
Skilled Workers ◽  
Communication Services ◽  
Information And Communication ◽  
The Impact

This paper assesses the impact of COVID-19 pandemic on small and medium-sized enterprises in Armenia. The analysis of representative nationwide survey data reveals that as compared with large-company employees, SME employees are more affected by the crisis, having been laid off or having reduced work hours and pay. Logistic regression results show that being employed by an SME doubles the likelihood of layoff and pay reduction. There is also support for the hypotheses that employees in sectors which allow for remote work, e.g., education and information and communication services, as well as those who have medium to high professional qualifications, have been less affected by the crisis. The findings call for more targeted government assistance to SMEs and low-skilled workers.

scholarly journals The balancing act: A qualitative study on remote work and childcare during the COVID-19 lockdown in South Africa

F1000Research ◽  
2021 ◽  
Vol 10 ◽  
pp. 481
Author(s):  
Salome Scholtz
Keyword(s):  
South African ◽  
Healthcare Workers ◽  
Remote Work ◽  
Work Experiences ◽  
Snowball Sampling ◽  
Final Sample ◽  
Remote Workers ◽  
Qualitative Descriptive ◽  
African Context ◽  
Experienced Difficulty

Background: The coronavirus disease 2019 (COVID-19) pandemic has impacted many employees' world by forcing some to remote work whilst also caring for children. Methods: This study explored the remote working experiences of child caregivers in balancing work and childcare during the South African COVID-19 lockdown period (from 26 March 2020 to 31 December 2020). A qualitative descriptive design was employed to collect data through an online qualitative questionnaire with semi-structured questions. A final sample of 22 participants was included using purposive and snowball sampling. Results: Findings indicate that employees experienced difficulty balancing work and childcare, which prompted them to use personal and organisational resources to restore work-life balance. These resources included people, spaces and time. Conclusions: This study provides insight for employers and healthcare workers into how remote workers balanced work and childcare and can promote conversations or interventions on improving employee remote work experiences - especially in the unique South African context.

Gender, Parenting, and The Rise of Remote Work During the Pandemic: Implications for Domestic Inequality in the United States

2021 ◽  
Vol 35 (2) ◽  
pp. 194-205
Author(s):  
Allison Dunatchik ◽  
Kathleen Gerson ◽  
Jennifer Glass ◽  
Jerry A. Jacobs ◽  
Haley Stritzel
Keyword(s):  
United States ◽  
Child Care ◽  
Division Of Labor ◽  
Single Parents ◽  
The United States ◽  
Child Care Centers ◽  
Remote Work ◽  
Representative Survey ◽  
Working Parents ◽  
Nationally Representative

We examine how the shift to remote work altered responsibilities for domestic labor among partnered couples and single parents. The study draws on data from a nationally representative survey of 2,200 US adults, including 478 partnered parents and 151 single parents, in April 2020. The closing of schools and child care centers significantly increased demands on working parents in the United States, and in many circumstances reinforced an unequal domestic division of labor.

Features of the vacation of a remote employee: a note to the accountant of a medical institution

2021 ◽  
pp. 64-73
Author(s):  
V.A. Lebedev ◽  
E.I. Lebedeva
Keyword(s):  
Comparative Analysis ◽  
Medical Institution ◽  
Remote Work ◽  
Employment Contract ◽  
Labor Legislation ◽  
Remote Workers ◽  
The Right

A comparative analysis of the latest changes in labor legislation concerning the implementation of the right to leave by remote workers is carried out. The article considers the legal differentiation of the norms on vacation of remote workers who perform remote work in accordance with the employment contract on a permanent basis, and remote workers who perform remote work temporarily. The complex issues of the application of labor legislation to remote relations and the applied models of vacation regulation are considered; restrictions that cannot worsen the situation of a remote worker, deprive him of constitutional guarantees, or restrict his right to rest.

The Division of Housework Among “Remarried” Couples

1997 ◽  
Vol 18 (2) ◽  
pp. 205-223 ◽  
Author(s):  
ORIEL SULLIVAN
Keyword(s):  
Multivariate Analysis ◽  
Survey Data ◽  
Focus Of Attention ◽  
Significant Issue ◽  
Representative Survey ◽  
Housework Time ◽  
Cohabiting Couples ◽  
Division Of Housework ◽  
Nationally Representative ◽  
Remarried Couples

There are only a limited number of studies comparing housework among couples and individuals in different marital statuses, and the focus of attention has tended to be on married compared to cohabiting couples. This article focuses on differences between couples where one or more partner is remarried or recohabiting and those where both partners are in their first married or cohabiting relationships, using nationally representative survey data from Britain. It is shown in multivariate analysis that women in their second-plus partnerships contribute less in terms of their proportion of total housework time than women in their first partnerships. However, there is no effect for the man's number of previous partnerships or for current marital/cohabiting status. It is argued that the significant issue is interaction and negotiation with a subsequent partner in the light of experience gained from the breakdown of one or more previous married/cohabiting relationships.

Self-Employed Contractors in Australia: How Many and Who Are They?

1995 ◽  
Vol 37 (2) ◽  
pp. 263-280 ◽  
Author(s):  
Audrey Vandenheuvel ◽  
Mark Wooden
Keyword(s):  
Survey Data ◽  
Representative Sample ◽  
Independent Contractors ◽  
Nationally Representative ◽  
Service Recipient

Despite claims that the use of contractors has become increasingly common in Australia, little evidence exists as to the extent of their use. Based on survey data collected in 1994 from a nationally representative sample of more than 2000 Australian households, this article provides estimates of the incidence of self- employed contractors in the non-agricultural workforce. Moreover, an attempt is made at distinguishing between those contractors who are truly independent of the service recipient organization and those who appear to be dependent on a single hiring organization and hence may have much more in common with wage and salary earners than with independent contractors. Finally, distinctive characteris tics of self-employed contractors are identified.

Features of the working hours of remote workers: a note to the accountant of the medical institution

2021 ◽  
pp. 48-56
Author(s):  
V.A. Lebedev ◽  
E.I. Lebedeva
Keyword(s):  
Russian Federation ◽  
Working Hours ◽  
Working Time ◽  
Remote Work ◽  
Direct Control ◽  
Federal Law ◽  
Distinctive Features ◽  
Labor Legislation ◽  
Remote Workers ◽  
The Russian Federation

The article analyzes the novelties of labor legislation initiated by the Federal Law “On Amendments to the Labor Code of the Russian Federation regarding the Regulation of Remote (remote) Work and temporary transfer of an employee to remote (remote) work on the initiative of the employer in exceptional cases” of 08.12.2020 N 407-FZ, which entered into force on January 1, 2021. The distinctive features of the working regime of remote workers are considered, which are characterized by the lack of direct control of the employee by the employer and, as a result, the urgent need to ensure the interaction of the parties to the employment contract through the use of IT technologies. The main changes in the regulation of the working regime of remote workers are shown, including the norms on the interaction of the employee and the employer, on the organization of the work of the remote employee and his working time.

Telework and Remote Work

2021 ◽  
Author(s):  
Matti Vartiainen
Keyword(s):  
Virtual Teams ◽  
Social Relations ◽  
Electronic Devices ◽  
Digital Tools ◽  
Individual Autonomy ◽  
Remote Work ◽  
New Ways Of Working ◽  
Remote Workers ◽  
Personal Devices ◽  
People Today

“Telework” and “remote work” have both increased sharply in recent years during and after the pandemic. The basic difference between telework and remote work is that a teleworker uses personal electronic devices in addition to working physically remotely from a place other than an office or company premises, whereas remote work does not require visits to the main workplace or the use of electronic personal devices. “Mobile tele- and remote workers” use several other places in addition to home for working. “Digital online telework” is a global form of employment that uses online platforms to enable individuals, teams, and organizations to access other individuals or organizations to solve problems or to provide services in exchange for payment. Often tele- and remote workers cowork in virtual teams and projects. The prevalence of various types of tele- and remote working vary. Although there are conceptual challenges to operationalizing the concept, it is estimated that hundreds of millions—and possibly more—people today earn their living working at and from their home or other places using digital tools and platforms. In the future, it is expected that new hybrid modes of working will emerge enabled by digital technologies. These changes in working increase the complexity of job demands because of the increased variety of contextual job characteristics. The main benefits of these new ways of working are organizational flexibility and individual autonomy; at the same time, unclear social relations may increase feelings of isolation and challenge the work-life balance.

How to monitor the discipline of remote workers

2021 ◽  
pp. 73-79
Author(s):  
A. Neretina
Keyword(s):  
Remote Work ◽  
Remote Employees ◽  
Remote Workers

Many companies during the coronavirus pandemic unscheduled transferred their employees to previously unfamiliar remote work. In connection with this transfer, employers have many questions: what documents need to be signed for the transfer to remote work, how to organize remote work, whether remote employees can visit offices on schedule, etc. Also, one of the main problems faced by employers is the problem of controlling the discipline of employees working remotely. How to control employees who do not have a workplace in the office, and at the same time not violate their rights? We will try to give answers to these questions in this article.

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