Job Share
Where Can Job Sharing Be Used?
Will Job Sharing Work for You?
Tips on Successful Job Sharing
Scheduling, Benefits, and Pay: How is it divided?
Ways to Find a Job Share Partner
Companies Who Already Job Share
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A variation of part-time employment (i.e. less than 35 hours of work per week) in which a single full-time job is shared by two (or more) individuals according to the U.S. Department of Labor www.doleta.gov |
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The Fair Labor Standards Act (FLSA) does not address job sharing. Job sharing is a matter of agreement between an employer and an employee (or the employee's representative). |
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Two types exist: |
o Job Splittingà Two individuals with complementary skills share one job, but the tasks performed and levels of responsibility assumed differ.
o Job Paringà Two individuals take equal responsibility for all job tasks
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Find out more! http://careerplanning.about.com/library/weekly/aa061599.htm |
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Women returning from maternity leave |
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Staff wishing to take a part-time course and those pursuing educational goals |
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Staff approaching retirement |
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Dual-earner couples who have multiple commitments |
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Persons with disabilities who, due to their disability, are unable to work traditional schedules. Check out http://www.ca.gov for information on the Americans with Disabilities Act. |
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Retired employees who wish to supplement their incomes or who simply want to remain active in the workforce, but a more limited role |
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Administrative positions |
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All Levels of Management |
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Doctors |
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Lawyers |
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Marketing |
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Top Level Executives ( i.e. Pres. & VP ) |
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Advertising Sales |
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Plus many more! Find out how to redesign your job to Job Sharing: Free self-paced planning exercises: http://www.telecommutingproposal.com/redesign.htm |
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Employer Reasons:
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For businesses thinking of specializing in job sharing as a tool for increasing employee attraction, retention, and productivity check out http://www.sharegoals.com
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Employee Reasons:
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Scheduling, Benefits, and Pay: How is it divided?
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In a typical arrangement, two people work three days each, with on e overlapping day. |
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They share pay, unless one partner works more hours in a week, in which case he/she is compensated for the hours worked. Commission based salaries are split, no matter who is responsible for landing the deal. |
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Sometimes, both partners receive full benefits. In other cases, firms prorate benefits or don’t extend them at all. Other times job share partners will divide benefits to meet their individual needs. For example one partner may have benefit through their spouse and forgo health benefits. On the other hand that partner may want |
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Special arrangements are made for ensuring equitable distribution of Bank Holidays or yearly holidays when partners work split weeks. Check out http://www.hr.soton.ac.uk/PandP/jobshare.asp for more information on making up time owed as a result of holidays. |
Ways to Find a Job Share Partner
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Your current workplace |
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Professional and Personal Networks |
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Placement Offices |
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Employment Agencies http://workoptions.com/links.htm |
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Advertisements |
§ New Evolution of Job Sharing called Work-Sharing:
o Allows employers to spread partial layoffs among many workers which enables employees to collect pro-rated unemployment benefits
o Used primarily in economic downturns, during massive layoff periods, and to bypass traditional cost cutting measures
o Implemented strongly after 9/11 attacks in America
o 19 of 50 states have this program www.timesizing.com
o www.edd.ca.gov : Information on work share programs, application forms, and a "Guide for Work Sharing Employers."
Will Job Sharing Work For You?
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Personality Traits Necessary for Success:
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Tips on Successful Job Sharing
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If your company doesn’t offer job sharing make sure that the corporate culture and the structure of the work wouldn’t have a substantial impact on how successful the job share relationship would be. (Check out the core values of companies who already job share under Companies Who Already Job Share, below) | ||||||
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Go to www.monster.com and www.workoptions.com . Check out their suggestions for job share proposals and Flex Success Proposal Templates. A solid proposal is critical if you want to convince your company to allow you to share your job or a potential job. They offer great advice and talk about their mistakes, failures, challenges and success. They also have information on getting in touch with current job-sharers so you can troubleshoot any issues you have. | ||||||
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You might have to argue for each partner to receive full benefits. Be prepared for opposition and have a “profit saving” strategy for the new arrangement. For example a commission based position might succeed in negotiating for full benefits for each partner because two people can handle more accounts which mean more money for the company. | ||||||
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Be sure to take a personality test and find someone who has a similar appreciation for work and ethics, especially common courtesy. | ||||||
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When you’re with your partner:
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Companies Who Already Job Share
§ Baxter Intl. Inc.
§ Citigroup
§ Dupont (http://www1.dupont.com/dupontglobal/corp/careers/lifeatdupont.html)
§ The Dow Chemical Co.
§ Goldman
§ Sachs & Co.
§ IBM Co. (http://www-1.ibm.com/employment/reasons/reason_22.html)
§ JP Morgan (http://careers.jpmorganchase.com/emp_programs/work_life/index.html)
§ Marriott International
§ The Procter & Gamble Co.
Job Sharing can be a wonderful experience given the right partner and the right amount of support from family, management, co-workers, and your company’s core values.
Job sharing among the other types of flexible work options is an innovative and competitive way to attract and retain competent employees and increase productivity. However, in a highly competitive market, companies will try to get as many competent employees as possible from a limited pool of workers. Because of this please watch out for companies that say they offer flexible benefits simply for the “labor market reputation effect”. This implies that the very presence, rather than the actual use, of such programs attracts better employees and decreases worker stress, thereby increasing productivity. A firm may formally offer a program, yet subtly discourage its use. Ask how many employees are using the program you’re looking to take advantage of.
And finally beware when managers show personal preference for one member clouding professional assessment or treatment of the team. Co-workers and clients can also play one member against the other causing divisiveness or resentment to occur which will quickly destroy the work relationship. Communication, commitment, courtesy, and consistency are all key elements to success.
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www.resourceconnection.com : Online Job Share matchmaker |
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www.jobtrack.com |
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www.flexibleresources.com |
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http://texnews.com |
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www.businessforum.com/shaggie.html |
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www.bcentral.com/articles |
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www.jobsharing.com |
