scholarly journals Part-time Work and Childbirth in Europe: Scarring the Career or Meeting Working-time Preferences?

2013 ◽  
Author(s):  
Didier Fouarge ◽  
Ruud Muffels
Keyword(s):  
Working Time ◽  
Time Preferences ◽  
Time Work ◽  
Part Time ◽  
Working Time Preferences ◽  
Part Time Work

scholarly journals Living hours under pressure: flexibility loopholes in the Danish IR-model

2017 ◽  
Vol 39 (6) ◽  
pp. 888-902 ◽  
Author(s):  
Anna Ilsøe ◽  
Trine Pernille Larsen ◽  
Jonas Felbo-Kolding
Keyword(s):  
Working Hours ◽  
Working Time ◽  
Content Type ◽  
Income Levels ◽  
Collective Agreements ◽  
Marginal Part ◽  
Time Work ◽  
Part Time ◽  
Industrial Cleaning ◽  
Part Time Work

Purpose The purpose of this paper is to investigate the effect of part-time work on absolute wages. The empirical focus is wages and working hours in three selected sectors within private services in the Danish labour market – industrial cleaning, retail, hotels and restaurants – and their agreement-based regulation of working time and wages. Theoretically, this analysis is inspired by the concept of living hours, which addresses the interaction between working hours and living wages, but adds a new layer to the concept in that the authors also consider the importance of working time regulations for securing a living wage. Design/methodology/approach The paper builds on desk research of collective agreements and analysis of monthly administrative register data on wages and working hours of Danish employees from the period 2008-2014. Findings This analysis shows that the de facto hourly wages have increased since the global financial crisis in all three sectors. This is in accordance with increasing minimum wage levels in the sector-level agreements. The majority of workers in all three sectors work part-time. Marginal part-timers – 15 hours or less per week – make up the largest group of workers. The de facto hourly wage for part-timers, including marginal part-timers, is relatively close to the sector average. However, the yearly job-related income is much lower for part-time than for full-time workers and much lower than the poverty threshold. Whereas the collective agreement in industrial cleaning includes a minimum floor of 15 weekly working hours – this is not the case in retail, hotels and restaurants. This creates a loophole in the latter two sectors that can be exploited by employers to gain wage flexibility through part-time work. Originality/value The living wage literature usually focusses on hourly wages (including minimum wages via collective agreements or legislation). This analysis demonstrates that studies of low-wage work must include the number of working hours and working time regulations, as this aspect can have a dramatic influence on absolute wages – even in cases of hourly wages at relatively high levels. Part-time work and especially marginal part-time work can be associated with very low yearly income levels – even in cases like Denmark – if regulations do not include minimum working time floors. The authors suggest that future studies include the perspective of living hours to draw attention to the effect of low number of weekly hours on absolute income levels.

Workplace responses to national regulations to reduce involuntary part-time work

2019 ◽  
pp. 85-106
Author(s):  
Hanne Cecilie Kavli ◽  
Heidi Nicolaisen ◽  
Sissel C. Trygstad
Keyword(s):  
Unintended Consequences ◽  
Working Time ◽  
Working Environment ◽  
Policy Makers ◽  
Power Resources ◽  
Time Work ◽  
Part Time ◽  
Limited Power ◽  
Low Educated ◽  
Part Time Work

The growth in marginalized part-time work is a phenomenon often seen as part of an ongoing dualisation process in the labour market. Involuntary part-time is closely associated with marginalization. In Norway, the policy makers have tried to combat involuntary part-time work by introducing changes in the Working Environment Act (WEA). The intention was to make it easier for involuntary part-time workers to increase their working time. In this chapter, we focus on the Norwegian health care sector, a sector characterised by both part-time work and labour shortage. Drawing on in-depth interviews with employers and workers, we study if the WEA amendments have been effective in terms of providing increased working time for involuntary part-timers. Surprisingly, we find that the changes in the law seem to have produced unintended consequences at the workplace level. Our analysis suggest that some employers interpret the labour law changes as attempts to limit the managerial prerogative and adapt strategically to avoid its implications. This adaptation reduces the chance to escape involuntary part-time for low educated workers with limited power resources, while workers with higher education and a stronger bargaining position to a larger degree can benefit from the new regulations.

The third pillar: adaptability

1999 ◽  
Vol 5 (4) ◽  
pp. 481-501 ◽  
Author(s):  
Danièle Meulders ◽  
Robert Plasman
Keyword(s):  
Working Time ◽  
Work Organisation ◽  
The European Union ◽  
Employment Contracts ◽  
The Third ◽  
Time Work ◽  
Part Time ◽  
The Subject ◽  
And Training ◽  
Part Time Work

In most of the European Union countries, decisions related to the third pillar guidelines fall to those involved in collective bargaining. This is certainly the case for everything covered under Guideline 16 and, in particular, questions related to the reduction, reorganisation or modernisation of working time, with the exception of part-time work, which is very often the subject of statutory or legislative measures. Thus, we find numerous references to part-time work in the NAPs, whether to measures intended to facilitate the use of this form of work by employers or employees, or to the need to improve the working conditions of part-timers. On the other hand, all of the NAPs - with a few exceptions - are very circumspect, or not very explicit, about aspects linked to the duration and organisation of working time. It is difficult, moreover, to judge the progress made within the Member States with respect to partnership at all levels, as encouraged in the guidelines, which is meant to be one of the essential factors contributing to a modernisation of work organisation and an improvement in firms' adaptability. Although social pacts have been concluded in certain countries (Italy, Ireland, Luxembourg, Finland), their real scope cannot be evaluated by studying the National Action Plans. Moreover, their possible effects can only be judged over time. Investment in human capital is without doubt the aspect which comes up least in the NAPs, or can in any case be described as the dimension where innovative input is most lacking. Finally, the gender dimension puts in too rare an appearance in the third pillar, even though working time, employment contracts and training are three areas where the gender dimension is essential and causes significant stratification. It emerges from a close examination of the NAPs that the third pillar is interpreted in too restrictive a manner, underestimating the modernisation of work organisation aspect, and lacking an overall vision of the true potential of a strategy to modernise the organisation of work and working time.

TAX FOR THE SELF-EMPLOYED: PROS AND CONS

2020 ◽  
Author(s):  
S.S. Hasanova ◽  
R.R. Hatueva ◽  
A.L. Arsaev
Keyword(s):  
Income Tax ◽  
The State ◽  
The Self ◽  
State Budget ◽  
Self Employment ◽  
Time Work ◽  
Part Time ◽  
Pros And Cons ◽  
Crisis Conditions ◽  
Part Time Work

This article discusses the pros and cons of applying professional income tax. Professional income tax is not mandatory, but an alternative way to pay 2 taxes on self-employment or part-time work. The introduction of this tax can mediate an increase in revenues to the state budget, which is of particular importance for the country in post-crisis conditions.

Sign in / Sign up

Export Citation Format

Share Document