It would be fascinating if most people's working hours were lowered to match the school drop-off/pickup, and the question of whether working substantially outside those hours attracts penalty rates/other incentives
Sounds good - I'd expect most people to work the extra time in order to earn 4 weeks leave, which will accommodate businesses with busy seasons: they can have staff working full weeks during peak periods.
By 'heres one possible path', do you mean path in terms of sequence in time or logic? I see no reason why steps 2 and 3 wouldn't be introduced simultaneously.
The challenges are a) getting business to agree to the reduction of hours in step 1; b) the logistics of moving to step 2/3 and having to spread staff with 4-day working weeks over the 5 business days of the week (I can't envision a shift to 3-day weekends getting up and see that as a separate issue to an individual's 4-day work week).
It would imply an increase in the hourly pay rate when the standard work week was shortened from 38 to 35. If we moved to a general three-day weekend, there would be more days at penalty rates
This implies little choice of which day is the 3rd, assuming it is added to the existing weekend. Why not have Wednesday off?
Now I am thinking of the education work force. A staff member chooses to reduce work to 0.8 so he/she can have Wednesday off to play golf / shop/ care for a parent. The school or the whole system would have to decide which day schools are not open. Or are they open but with flexible staffing? How will it work for schools, pre-school and child care? They can be open but are staffed by employees on 4 day rosters? Some work Monday to Thursday. Others work Friday??
Does it work equally for hourly paid wage earners and salaried employees?
It would be fascinating if most people's working hours were lowered to match the school drop-off/pickup, and the question of whether working substantially outside those hours attracts penalty rates/other incentives
Sounds good - I'd expect most people to work the extra time in order to earn 4 weeks leave, which will accommodate businesses with busy seasons: they can have staff working full weeks during peak periods.
By 'heres one possible path', do you mean path in terms of sequence in time or logic? I see no reason why steps 2 and 3 wouldn't be introduced simultaneously.
The challenges are a) getting business to agree to the reduction of hours in step 1; b) the logistics of moving to step 2/3 and having to spread staff with 4-day working weeks over the 5 business days of the week (I can't envision a shift to 3-day weekends getting up and see that as a separate issue to an individual's 4-day work week).
How would this work in a casualised work force, like hospitality?
It would imply an increase in the hourly pay rate when the standard work week was shortened from 38 to 35. If we moved to a general three-day weekend, there would be more days at penalty rates
This implies little choice of which day is the 3rd, assuming it is added to the existing weekend. Why not have Wednesday off?
Now I am thinking of the education work force. A staff member chooses to reduce work to 0.8 so he/she can have Wednesday off to play golf / shop/ care for a parent. The school or the whole system would have to decide which day schools are not open. Or are they open but with flexible staffing? How will it work for schools, pre-school and child care? They can be open but are staffed by employees on 4 day rosters? Some work Monday to Thursday. Others work Friday??
Does it work equally for hourly paid wage earners and salaried employees?
Indeed, these are all good questions.