Slave labor? okay, you are too blind to see the harm contracts like what the unions are promoting to their own members. Lost jobs, lost industries. How low do you need to bring the nation for the greed of a few who have been given monopolistic (oligopolistic actually)power over industry and the American people. You are justifying a very damaging agreement to your fellow members, companies, and the American people. Rethink your position.
“Rethink your position.”
What’s to think about? I worked in a job a majority of my employable career that was a 24/365 on call status. I watched families destroyed by this in jobs a lot like them with police, firefighters and other companies.
One in four workers do not believe it is possible to have a good family life and get ahead in their current job, according to a new MORI poll.
The ability to balance work with their personal life is the key factor in determining their commitment to their employer by the vast majority of employees, with one in five now saying that they would accept a cut in pay to have more free time. Those under the age of 35 were most concerned about this and men were marginally more worried than women about having enough time for their families.
“We are experiencing twin revolutions in our society and they are affecting all areas of our lives,” said Liz Bargh, chief executive of WFD, a consultancy specialising in work/life issues which commissioned the poll. “Changes in business have led to greater job insecurity and as a result employees feel a loosened sense of identity with their employers. Add to this more women in the workplace an ageing population, increasing numbers of lone parents and the loss of the extended family support network and you can see why work/life balance is emerging as a key issue for the employee and employer alike.”
https://www.independent.co.uk/news/demands-of-the-job-destroying-family-life-1250623.html
According to the poll and the information on this web site, it has even been noticed that people would take a cut in pay to have more family time. I faced this attached to the US military for over 35 years and had to fight tooth and nail to keep the family together. My point is that on call emploees have a problem with family retention.
In the United States, the age-25-to-54 civilian workforce is 102 million people, and there are 52 million working parents, according to the Department of Labor. It’s therefore possible — probable, even — that 50% or more of your specialty role employees being recruiting is proving impossible to fill. And one of the main problems is the employees trying to be committed professionals while also raising their kids in a present and loving way.
So, if the company is having serious trouble finding the talent they need, it’s probably time to start paying attention to ways the company can attract this huge pool of working mothers and fathers, retain them, and ensure they deliver at work. And numbers in other countries are also eye-opening. (In England alone, there are a million more working mothers now than 20 years ago.) In today’s war for talent, working parenthood isn’t a skirmish — it’s a major, central battle.
Without a good approach to working parenthood that the company is willing to showcase and some visible examples of moms and dads succeeding and thriving in the organization are recognized, you’ll have a hard time developing a reputation or persuading people that your company is “a great place to work.” Your turnover will be difficult to handle. And many companies that have been stablished for years will go Tango uniform either from lack of talent or lack of employees.
wy69