Enjoy The Extra Day Off! More Bosses Give 4-Day Workweek A Try

From NPR News Online:

Companies around the world are embracing what might seem like a radical idea: a four-day workweek. The concept is gaining ground in places as varied as New Zealand and Russia, and it’s making inroads among some American companies. Employers are seeing surprising benefits, including higher sales and profits.

The idea of a four-day workweek might sound crazy, especially in America, where the number of hours worked has been climbing and where cellphones and email remind us of our jobs 24/7. But in some places, the four-day concept is taking off like a viral meme. Many employers aren’t just moving to 10-hour shifts, four days a week, as companies like Shake Shack are doing; they’re going to a 32-hour week — without cutting pay. In exchange, employers are asking their workers to get their jobs done in a compressed amount of time.

Last month, a Washington state senator introduced a bill to reduce the standard workweek to 32 hours. Russian Prime Minister Dmitry Medvedev is backing a parliamentary proposal to shift to a four-day week. Politicians in Britain and Finland are considering something similar.

In the U.S., Shake Shack started testing the idea a year and a half ago. The burger chain shortened managers’ workweeks to four days at some stores and found that recruitment spiked, especially among women.

Shake Shack’s president, Tara Comonte, says the staff loved the perk: “Being able to take their kids to school a day a week, or one day less of having to pay for day care, for example.”

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The Great Google Revolt

From today’s New York Times:

Laurence Berland had just gotten out of the subway in New York, some 3,000 miles from his desk in San Francisco, when he learned that Google had fired him. It was the Monday before Thanksgiving, and the news came to him, bad-breakup-style, via email. “Following a thorough investigation, the company has found that you committed several acts in violation of Google’s policies,” the note said. It did not elaborate on what he had done to violate these policies.

Berland, an engineer who had spent more than a decade at the company, had reason to expect he might be fired. He had been suspended a few weeks earlier after subscribing to the open calendars of several senior Google employees, whom he suspected of meeting with outside consultants to suppress organizing activity at the company. During a subsequent meeting at which he was questioned by Google investigators, he had the feeling that they were pressuring him to say something that could be grounds for termination. Then, the Friday before he was fired, he had spoken at a well-publicized rally of his co-workers outside Google’s San Francisco offices, accusing the company of silencing dissent.

Even so, the timing and manner of his dismissal surprised him. “I thought they’d do it when all the media attention died down,” he said. “When the suspensions and the rally were no longer on people’s minds.” Instead, at a moment when the spotlight was shining brightly, Google had escalated — as if to make a point.

Berland was one of at least four employees Google fired that day. All four were locked in an ongoing conflict with the company, as they and other activists had stepped forward to denounce both its treatment of workers and its relationship with certain customers, like U.S. Customs and Border Protection.

Berland’s terminated colleagues were even more shocked by the turn of events than he was. Rebecca Rivers, a software engineer based in Boulder, Colo., was dismissed over the phone after accessing internal documents. Rivers had only recently come out as transgender and was pursuing a medical transition. “I came out at Google expecting to stay at Google through the entire transition,” she said. “It’s terrifying to think about going to a job interview, because I’m so scared of how other companies treat trans employees.”

Sophie Waldman and Paul Duke, the two other Googlers fired that day, had not received so much as a warning, much less a suspension. Though they had been questioned by corporate security two months earlier about whether they had circulated documents referring to Customs and Border Protection contracts, they had been allowed to continue their work without incident. Waldman, a software developer in Cambridge, Mass., said she was given a 15-minute notice before she was summoned to the meeting where she was fired; Duke, an engineer in New York, said an invitation appeared on his calendar precisely one minute beforehand. Security officials escorted him out of the building without letting him return to his desk. “I had to describe to them what my jacket, scarf and bag looked like,” he said.

Read the complete article here.

The American Economy Is Creating a National Identity Crisis for Workers

From today’s New York Times:

Europeans often describe the United States as a great place to buy stuff but a terrible place to work. They understand the appeal of our plentiful and affordable consumer goods, but otherwise they just don’t get it: the lack of real vacation, the sending of emails after business hours, the general insensitivity to work-life balance.

That may be just a casual observation, but it identifies something deep and problematic about the economy that the United States has built over the past 40 years.

Since the 1980s, American economic policy has insisted on the central importance of two things: cheaper prices for consumers and maximum returns for corporate shareholders. There is some logic to this: We all buy things, after all, and more than 50 percent of Americans own at least some stock.

But these priorities also generate an internal conflict, for they neglect, repress and even enslave our other selves: our identities as employees, producers, family members, citizens. And in recent years — as jobs become increasingly unpleasant and unstable, as smaller towns and regional economies are gutted, as essential industries like the pharmaceutical and telecommunications sectors engage in outlandish profiteering, and above all, as economic inequality becomes the trademark of our nation — the conflict seems to have reached a breaking point.

Read the complete article here.

What to Do at Work When You Feel Uninspired

From today’s New York Times:

It’s an inevitable part of having a job: At some point we all feel a little uninspired. Maybe you’re not crazy about a new project, or you just can’t pump yourself up to finish something that’s been dragging on, but you know when the feeling hits, and it can feel like a block on your ability to get things done.

And that’s O.K.! It’s generally a solvable problem, and it’s rarely the end-of-the-world scenario it can sometimes feel like.

“Often people lose motivation because they no longer find their work meaningful, and that can take many forms,” said Liz Fosslien, co-author of “No Hard Feelings,” which looks at how emotions affect our work lives. “It could be that you’ve lost sight of the impact your work has on the broader world.”

Losing that spark can hit at any time, added Mollie West Duffy, the other co-author of “No Hard Feelings,” and sometimes you might not even realize you’re in that slump until it’s pointed out to you.

“I think it can be a slow progression,” Ms. West Duffy said. “It’s sort of like the boiling frog, it slowly starts getting more and more distracting to you, and you might not realize it.”

Feeling uninspired or unmotivated can sometimes — though not always — lead to burnout, and the overlap in symptoms is clear: It’s that “blah” feeling when you approach your job or a task, or the feeling of just being stuck in a rut. It can sometimes be hard to pinpoint or recognize that you’re in a slump, but it’s quite common among American workers: One study from 2018, found that one in five highly engaged employees is at risk of burnout.

Read the complete article here.

Walls on Wheels and Movable Pods: ‘The Evolution of the Open Workplace’

From today’s New York Times:

In recent years, new office designs have encouraged employees to get moving. Cafes and lounges beckon workers when they need a break. Open staircases spur them to climb floors rather than take the elevator. Sit-stand desks offer them a chance to stretch while continuing to work.

Now, the offices themselves are on the move.

M Moser Associates, a design firm in New York, calls its office “a living lab.” Green walls of plants are set on casters and can be used to block off one end of the 6,000-square-foot open space for private meetings, or they can be pushed against other walls to make room for large gatherings. And custom birch-topped work tables have wheels on back legs so they can be tipped and easily rolled elsewhere.

M Moser continually tinkers with its office, seeking new ways to support its staff and offer a “proof of concept” to visiting clients, said Grant Christofely, a senior strategist and associate at M Moser, who led a recent tour of the firm’s office in the historic Woolworth Building in Lower Manhattan.

The desire to be able to switch things up at a moment’s notice has spread to companies in other fields, too. “Businesses are changing at a rate architects almost can’t keep up with,” Mr. Christofely said.

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When the Law Says Using Marijuana Is O.K., but the Boss Disagrees

From today’s New York Times:

Smoking pot cost Kimberly Cue her job.

Ms. Cue, a 44-year-old chemical engineer from Silicon Valley, received an offer this year from a medical device manufacturer only to have it rescinded when the company found out that she smoked prescription marijuana to treat post-traumatic stress disorder.

“My email was set up with the company,” she said. “My business cards were printed.” But after a pre-employment drug test came back positive for marijuana, a human resources representative told her the job was no longer hers.

“I’ve lost all confidence in the process,” said Ms. Cue, who ultimately took a different job, at 20 percent less pay. “I’m so frustrated and so irritated. I should be able to be upfront and honest with my employer.”

The relatively rapid acceptance of marijuana use in the United States has forced lawmakers and employers to grapple with how to adapt. Last month, Nevada passed a bill prohibiting the denial of employment based on a positive test for marijuana. In Maine, employers may not discriminate against people who have used cannabis, but state law does not specifically regulate drug testing. And under a bill overwhelmingly approved in April by the New York City Council and awaiting Mayor Bill de Blasio’s signature, employers would no longer be able to force job applicants to take drug tests for marijuana use.

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How to Disclose a Disability to Your Employer (and Whether You Should)

From today’s New York Times:

If you, like thousands of others, live with a visible or invisible disability, here’s what you need to know if you want to tell your employer.

The invisible nature of my chronic illness protects me from a whole universe of discrimination and microaggressions, but it also insulates me from potential support.

Of course, I acknowledge that my position is a privileged one. Some disabilities announce themselves as soon as a job candidate enters an interview room, along with all of the misconceptions society places on anyone with any degree of difference. I wondered what we’d have to do to help people come out of it empowered and employed.

The issue is as complicated as people are. As with all forms of discrimination, there’s a world between what the law says and how we relate to one another that’s murky and difficult to navigate, even for legal professionals, disability-rights advocates and those long-practiced in explaining themselves to a world not built for them. But there are ways to make it easier, and difficult truths everyone should know.

Perhaps you’ve seen the little self-disclosure boxes on job application forms. Employers are prohibited from directly asking anything about your disability; that puts the onus on the employee or applicant to educate the employer, said Eve Hill, a disability rights attorney. You can request the accommodations you may need and explain how you can best perform the job, but that can be as much a burden as an opportunity, she said.

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In Sweltering South, Climate Change Is Now a Workplace Hazard

From today’s New York Times by Yamiche Alcindor

GALVESTON, Tex. — Adolfo Guerra, a landscaper in this port city on the Gulf of Mexico, remembers panicking as his co-worker vomited and convulsed after hours of mowing lawns in stifling heat. Other workers rushed to cover him with ice, and the man recovered.

But for Mr. Guerra, 24, who spends nine hours a day six days a week doing yard work, the episode was a reminder of the dangers that exist for outdoor workers as the planet warms.

“I think about the climate every day,” Mr. Guerra said, “because every day we work, and every day it feels like it’s getting hotter.”

For many working class people, President Trump’s promise to make America great again conjured images of revived factories and resurgent industries, fueled by coal and other cheap fossil fuels. Such workers gave more of their votes to Mr. Trump than they did four years before to Mitt Romney, helping him eke out victory in November with narrow wins across the Rust Belt. Latino votes fell off for Democrats as well,from the 71 percent that went to Barack Obama in 2012 to the 66 percent that went for Hillary Clinton last year.

But to Robert D. Bullard, a professor at Texas Southern University who some call the “father of environmental justice,” the industrial revival that Mr. Trump has promised could come with some serious downsides for an already warming planet. Professor Bullard is trying to bring that message to working-class Americans like Mr. Guerra, and to environmental organizations that have, in his mind, been more focused on struggling animals than poor humans, who have been disproportionately harmed by increasing temperatures, worsening storms and rising sea levels.

Read the entire article here.