Contingent Work Controversy

“An investigation to explore how the management of zero hours contracts affects the employees of Abercrombie & Fitch – London”

Flexibility is made up of numerous components however, within in the context of the workplace involves thinking creatively about how working lives can be better structured to match individual and business needs (Job Access, 2012). Following the review of penalty rate provisions, amendments to the flexibility clause were sought after with particular attention paid to the manufacturing industry. Greater flexibility was requested in the taking

Zero-hours contracts, or casual contracts, allow employers to hire staff with no guarantee of work. The UK government explained with the following scenarios:

After years of financial crisis, United Kingdom is now one of the fastest growing economies in the world, with an unemployment rate that dramatically dropped by 3 percent in just a couple of years. Although many credit zero-hour contracts with ending the recession, they are still one of the most controvesial topics in the UK.

The lengthy recession meant that employers could not afford to keep permanent staff and now they are understandably concerned about committing to full or even part-time contracts. Rodgers, E, (2013). The greater use of zero hours contracts is taking place against a background of falling real wages, high levels of workplace fear regarding redundancy, and unfair treatment for a significant minority, this

In Atkinson and Meager’s model of flexible firm, there are 5 different types of industrial flexibility that a company and the human resources department focus on when deciding to choose if they want to allow their employees a flexible schedule or keep them working their normal 8 hour

Some examples of changes in the patterns of employment nationally are a rise in part-time work which has mainly risen from students needing to fund their education and mums still wishing to work while having child care commitment. Working hours have also become more flexible meaning that workers are not required to spend as much time in the workplace or are able to tailor their hours around their commitments. Another change in the pattern of employment nationally is that there has been a rise in job sharing, this is where two people share the responsibility of a fulltime job and this includes the pay, working hours and benefits.

Many students work part time jobs to supply themselves with additional funds. Working part-time is ideal for students, since it allows them to balance their academic

Employers can offer a range of different programs and initiatives, such as flexible working arrangements in the form of part time, casual and telecommuting work. More proactive employers can provide compulsory leave, strict maximum hours and foster an environment that encourages employees not to continue working after hours.

Today 's organizations as often as need to deal with the ever changing client needs and wants, the competition within niche markets as well as the rapid improvement of technology. Organisations therefore need to execute flexibility in the workplace as it is a basic element to overall workplace effectiveness. Flexibility is a methodology use to state when and how work is conducted as well as how vocation are organized. Pilbeam and Corbridge (2002), describe flexibility at workplace as ‘the capacity of an organization to adjust the size, structure, responsiveness and expenses of the people inputs required to accomplish objectives and goals of the organization’. Working flexibility is about how flexible work is organized in the workplace so that the organizations and employees benefits. Workplace flexibility can be regarded as ‘the capacity of employees to make decisions influencing when, where and for how long they engage in work’ (Jeffrey, 2008). Flexible working is a kind of working arrangement which gives a level of flexibility on how long, when, where as well as at what times employees work. Employees access flexible working through HR arrangements, which as a rule require supervisory approval. The changing environment of work is making new difficulties and opportunities that organizations can only meet with the sort of alacrity that flexible working arrangements provide. Therefore, implement a workplace flexibility strategy is a fundamental part for any organisations,

The incorporation work-time flexibility or internal numerical flexibility provides the organization with the flexibility to arrange and adjust work patterns and leads to a closer correlation between labour utilization and production demands without financial penalty or the additional costs of hiring labour (Felstead & Jewson 1999; Ozaki 1999 cited in Teicher & Holland 2006 p. 242)

If you have your own business, you choose your rates and what your work is worth.

In 1971 for instance 15 per cent of all employers were part- time. By 2007, this had grown to 25 per cent. Most part time workers female 43 per cent of women employees were part timers in 2007 compared to just 11 per cent for males. Part time working is growing amongst both males and females.

2.3: The use of flexible working practices in Harrods from both the employer and employees

Many workers will prefer flexible employment patterns because it suits their life style and offers a greater range of choice. For example, flexible labour markets have played a role in increasing female participation rates.