It is true that the 나나알바 majority of working youth are balancing their jobs with their studies, but workers younger than 25 make up about 17% of all underemployed workers. Young workers are losing out on part-time jobs as well as full-time jobs, partly due to the different types of jobs that they are usually doing. Part-time jobs for younger people are dominated by sales and basic manual jobs, in contrast to older workers, who have a much wider variety of part-time jobs.
Most employed adults have no opportunity to work from home, and a few of those who do are still spending some time at an office or their place of employment. Among employed adults with some college or less education who said they could work from home, 60% said they wanted to work from home all or most of the time during the coronavirus outbreak, compared with half of those with at least a bachelors degree.
Workers whose jobs cannot be done from home are the likeliest to say they are working fewer hours now (20%, compared with 13% of those who can do their work from home but are doing it some of the time or less frequently and 14% of those who are working all or most of the time). Among workers who were at the same job before the coronavirus hit and are currently working all or most of the time from home, those with at least a bachelors degree are more likely than those with some college or less education to say they have more flexibility in choosing when to put in hours (46% vs. 28%, respectively) and feel less connected with coworkers (62% vs. 45%) and that they feel less connected with coworkers (62% vs. 45%). Those who typically work part time are about twice as likely as full-time workers to say they were unable to work because of the pandemic, 21% vs. 10%, as in July.
People who worked full-time were much more protected against losing their jobs over the pandemic period than were people working part-time. It is possible that the furlough program has unintentionally favoured full-time workers over part-time workers, possibly due to requiring employees to be on payroll when the pandemic began (part-time workers have generally been in their jobs less time than full-time workers). For employed persons who were unable to work due to the pandemic, those who typically worked part-time were far less likely than full-time workers to report being paid by their employers for hours they did not work.
Among those who were unable to work because their employer closed or lost business because of the pandemic, the likelihood of being paid for hours not worked differed depending on the occupation at the time of the survey. While some of these workers preferred working part-time, for others, the choice to work part-time might have been forced by, for instance, higher childcare costs, closed childcare facilities, or unflexible and unpredictable hours, particularly during the COVID-19 pandemic. People working part-time for noneconomic reasons may be reluctant to pursue full-time employment for various reasons–many of them are not really voluntarily, including caring responsibilities, which are probably being intensified due to the COVID-19 pandemic, with school and childcare closings and quarantines.
More than 360,000 workers who are working part time for noneconomic reasons (1.3%) reported working part time because of weather-related restrictions, a number likely to increase as climate change increases weather disruptions. These estimates of the prevalence of part-time work done without a will include individuals who wish to work part time, but are given less hours than requested by an employer, a scenario that is common for many low-wage, service-sector jobs.
For such part-time workers working variable hours, workers could take fourteen times as many hours as they would have worked on average per day, either with the employing employer or through an entity hired for work, during the six months preceding the date that a worker from the food industry took additional paid sick time under COVID-19. If that calculation results in a weekly average of work hours at least 40 hours, then the variable-hours worker will be considered full-time and eligible to receive 80 hours of leave, since the law requires a hiring entity to pay 80 hours of COVID-19 Supplemental Paid Sick Leave for the employee that is correctly considered full-time, but does not require payments for more than 80 hours. For example, if the hiring entity provides 40 hours of COVID-19-related Supplemental Paid Sick Leave to a full-time employee under a local ordinance, these 40 hours would count towards meeting the hiring entities obligations under California law, as long as the provided leave is for reasons listed in California law, and is paid at least the same pay rate required by California law. A worker who is considered to be a full-time employee, or who worked, or was scheduled to work, at least 40 hours a week on average during the two weeks prior to taking leave, is entitled to 80 hours of supplemental paid sick leave.
This means if you have already taken leave for COVID-19 in 2021, you can request your employer pay for the hours that you are away from work, for a maximum of 2 weeks, and they must pay for it during the following pay period. Employees employed at least 30 days are entitled to an additional 10 weeks of paid family leave to care for their children, in some circumstances related to COVID-19. COVID-19 supplemental paid sick leave (COVID-19 SPSL) provides California employees working for employers of 25 or more employees with 2 weeks of paid sick leave when unable to work due to reasons related to COVID-19. Whether you are eligible for any work-protected leave or paid sick time, if you are employed in San Francisco, your employer is prohibited from treating you any worse for being absent, unable to work, or seeking leave because you have tested positive for COVID-19, or have been isolated or quarantined due to COVID-19 symptoms or exposure.
Some people work part-time jobs to provide for family, while caring for loved ones, going to school, or meeting other obligations–but they are punished for working part-time for their part-time jobs with regard to wages, benefits, stability, and opportunities for advancement at their jobs. Around two-thirds of part-time jobs pay wages that place them below the income tax threshold, and about 40% of part-time jobs pay wages below the threshold at which employers must make national insurance contributions, according to the British Labour Force Survey.