The New Face of Work: Understanding Underwork in America

Several years ago, I embarked on a journey to research a novel, spending six months working in the warehouse of a big-box store. As a supporter of the Fight for $15 movement, I anticipated that my co-workers would express frustration over the starting wage of $12.25 an hour. Surprisingly, their primary concern was not the pay itself but the unpredictability of their hours. The store, like many in the American retail sector, employed just-in-time scheduling, which tracked customer flow on an hourly basis to anticipate staffing needs. This system left us in a constant state of uncertainty regarding our work hours and, consequently, our earnings.

The Burden of Irregular Hours

For my co-workers, the fluctuating paychecks made it nearly impossible to secure an auto loan or lease an apartment, let alone save money. Many walked to work, often in harsh weather conditions, as our shifts began at 4 a.m. The situation was exacerbated by social safety-net programs like Medicaid and food stamps, which required beneficiaries to document their work hours. If we were scheduled for too few hours, we risked losing the very benefits we desperately needed. Human resources often advised us to increase our availability, making it challenging to juggle multiple jobs.

A Shift in Labor Dynamics

One of the significant achievements of 20th-century American labor law was the establishment of limits on working hours. However, in recent years, working-class Americans have faced a different kind of exploitation. Instead of being overworked, many are underworked, as large corporations hire multiple part-time employees instead of one full-time worker. This shift has resulted in precarious, contingent workforces that lack benefits and face inconsistent schedules, leading to a new form of labor exploitation.

The Historical Context of Work

The concept of work as we understand it today began with the Fair Labor Standards Act (FLSA) in 1940. Before this legislation, Americans often worked 60 to 80 hours a week for minimal pay. The FLSA established a federal minimum wage, limited child labor, and mandated overtime pay for non-managerial workers. This legislation fundamentally changed the American work landscape, fostering the belief that anyone willing to work should be able to earn a decent living.

The Rise of Part-Time Labor

Over the past two decades, employers have found ways to circumvent the FLSA, exploiting the fact that while the law sets a ceiling on hours, it does not establish a floor. A revealing memo from a senior Walmart human-resources executive in 2005 suggested hiring more part-time workers to cut costs. This strategy has been adopted by many companies, including Target and Kohl’s, leading to a workforce where a significant percentage of employees are part-time.

The primary reason for this shift is to avoid paying benefits. For instance, while Starbucks promotes its benefits, the median earnings for its workers often fall short of the hours required to qualify for those benefits. This trend is not merely about cost-cutting; it is also about flexibility for employers, allowing them to schedule only the necessary hours while having a pool of part-time workers available for last-minute needs.

The Illusion of Flexibility

Employers often argue that part-time work offers flexibility, catering to students, parents, and others who may prefer non-traditional hours. However, evidence suggests that most part-time workers desire stable, full-time employment. A survey of Walmart employees revealed that 69% of part-time workers would prefer full-time positions. Yet, large employers have not disclosed the percentage of their workforce that is part-time, nor have they provided data to support claims that workers prefer such schedules.

The Call for Change

The issue of hours worked has become a primary demand among employees forming unions today. For instance, the platform of Target Workers Unite emphasizes the need for more hours and stable schedules, highlighting the struggles of workers who cannot maintain decent lives under current conditions.

The FLSA effectively addressed wage and hour issues, but it did not account for the problem of underwork. Congress has the power to amend this oversight by requiring large employers to set schedules in advance or incentivizing full-time hiring. Such reforms could allow workers to choose between part-time and full-time schedules, empowering them to determine what works best for their lives.

The Political Landscape

For these reforms to gain traction, the issue of part-time work must become a political priority, similar to the minimum wage debate. The dismantling of the traditional “9 to 5” work structure has largely gone unnoticed, except by low-wage workers who often lack the political power to advocate for change.

One reason for this oversight is the success of the FLSA, which established the 40-hour workweek as the norm. Many economists assume that workers can choose between full-time and part-time work, leading to a disconnect between reported earnings and the reality faced by many workers.

The Future of Work

The appeal of just-in-time scheduling is not limited to low-wage jobs; it could extend to other sectors, including white-collar professions. As industries evolve, the potential for more flexible work arrangements could impact even those who believe their jobs are secure.

In conclusion, the landscape of American work is changing, and the issue of underwork is becoming increasingly critical. Addressing this challenge requires a collective effort to advocate for policies that ensure stable, predictable work for all employees, allowing them to lead prosperous and fulfilling lives.