[June 20, 2016] |
|
Obsessed with OT: Americans Would Work Off-the-Clock Even if Bosses Ban the Practice, According to FLSA Overtime Survey Conducted by The Workforce Institute at Kronos
The practice of working outside standard work hours is so ingrained in
American culture that a majority of full-time salaried employees in the
U.S. would work off-the-clock even if it was against company policy. The
finding comes from a new survey commissioned by The
Workforce Institute at Kronos
Incorporated, conducted online by
Harris Poll in May 2016, following the Obama Administration's recent
update to the overtime rule under the Fair Labor Standards Act (FLSA).
Starting Dec. 1, the updated rule requires that organizations pay
overtime to full-time salaried workers who make less than $47,476 per
year for working more than 40 hours per week.
The "Obsessed with Overtime: Prepping for FLSA's New OT Rule" survey is
the first in a two-part series exploring possible unintended
consequences of the regulation. It was conducted from May 25-27, 2016
among 845 full- and part-time employed U.S. adults, ages 18 and older,
to explore America's obsession with after-hours work; if white collar
organizations are prepared to track time and attendance; and the impact
that the new regulations may have on workplace flexibility and employee
engagement.
Survey News Facts
-
Work is life: America's obsession with working. As the line
between work and life continues to blur, a staggering 81 percent of
U.S. salaried employees report that they conduct work outside of their
standard work hours - and it happens far more often than once a
week.
-
Over a quarter (29 percent) admit they conduct work outside of
standard work hours three or more days per week, while 16 percent
confess to being workaholics who put in extra hours five to seven
days per week.
-
The updated FLSA rule might not do much to end this after-hours
practice: 63 percent of full-time salaried employees admit that
they would work "off-the-clock" even if it were against company
policy.
-
Only one in four U.S. salaried employees (25 percent) say they
conduct work outside of standard work hours less than once
per week, while a mere 19 percent say they never do.
-
What's so important that it can't wait until tomorrow? The
primary cause for working beyond standard work hours, according to
salaried employees who admit to working outside of standard work
hours, is that they simply have too much on their plates. However,
that's not the only reason:
-
For 40 percent of salaried employees who claim to work beyond
normal work hours, a heavier-than-usual workload was cited, while
37 percent needed to meet an urgent deadline.
-
Nearly one-third (31 percent) feel they have too much work on an
ongoing basis to complete it all during their work day.
-
However, 27 percent state they work outside of work hours because
their employers offer that flexibility.
-
Additionally, 17 percent reported that they prefer to work outside
of normal work hours to get things done, and 15 percent stated
they preferred to work after hours to prepare and stay organized.
-
Keeping track of the time: Are employers ready? Under the
updated FLSA rule, any full-time salaried worker making less than
$47,476 will become eligible for overtime pay for working over 40
hours per week. Tracking employee time will present profound
engagement, operations, and, ultimately, compliance challenges for
ill-prepared organizations, of which there are many:
-
The "Obsessed with Overtime" survey found that 39 percent, or
almost two out of every five salaried employees, are not required
to track and report their time today.
-
Among salaried employees, the most common time-tracking method is
computer software (39 percent), while nine percent still fill out
paper time sheets. Only four percent use a mobile application to
track their hours. Nine percent report using another method.
-
Of those employed by organizations that do not require the
tracking and reporting of hours worked, 77 percent stated they
have conducted work outside of work hours.
-
Always connected, always working. The ubiquity of mobile phones
is the primary reason salaried employees simply can't unplug, and the
adoption of text messaging for business has become commonplace.
-
More than half of all employees (55 percent) who conduct work
outside of standard work hours blamed checking and / or sending
work email.
-
While phone calls may be falling out of favor as a form of
communication, 24 percent reported speaking on the phone with
colleagues, clients, or customers outsid standard work hours.
-
Text messaging is joining the ranks as a tool to do business, with
23 percent of salaried employees admitting they send after-hours
work texts to colleagues, clients, or customers.
-
One reason for this may be that 18 percent of full/part-time
employees reported that they don't consider it "work." That's
slightly ahead of work email (17 percent), and well ahead of a
telephone call (10 percent).
-
Is a 40-hour work week even possible? Yes, with a little help.
Surprisingly, seven in 10 full-time salaried employees (70 percent)
think they could get the job done in 40 hours per week - if their
employer helped out.
-
When asked what change they would propose to their employer to be more
productive and complete job duties in under 40 hours per week, 30
percent suggested a flexible start and end time to the work day, such
as choosing between 7:00 a.m. - 3:00 p.m. and 9:00 a.m. - 5:00 p.m.
-
Fewer meetings (27 percent) and shorter meetings (18 percent) were
popular suggestions by full-time salaried employees to get the job
done without working after hours.
-
Streamlining workflows and processes (25 percent), hiring another team
member (24 percent), and redistributing job duties (22 percent) were
three of the more popular suggested changes.
-
Although FLSA regulations could result in more oversight and tighter
scheduling by managers, one in five full-time salaried employees said
more autonomy would actually help them get more done in 40 hours.
Supporting Quotes
-
Joyce Maroney, director, The Workforce Institute at Kronos (News - Alert)
"Updating
the FLSA's so-called white collar overtime provision represents the
most significant change to workplace wage and hour regulation in more
than a generation. The fact that 63 percent of salaried workers who
participated in our survey admitted that they would still work after
hours even if it were against company policy goes to show how
ingrained this practice is in today's professional culture.
Organizations who wish to be compliant come December 1 must be
proactive in developing policies and procedures that leverage modern
technology to ensure people are paid fairly for their hours worked and
provide a defensible audit trail for both the employee and employer in
the event of a complaint. FLSA is poised to fundamentally change how -
and when - salaried employees can get their work done. Managers should
be open and transparent about what is changing, why it is changing,
and what it means for all employees to ensure confusion does not
undermine engagement."
Supporting Resources
Survey Methodology
This survey was conducted online within the U.S. by Harris Poll on
behalf of Kronos Incorporated from May 25-27, 2016 among 2,023
U.S. adults ages 18 and older, of whom 845 are full- and part-time
employed U.S. adults, including 354 who identified as being a salaried
employee. This online survey is not based on a probability sample and
therefore no estimate of theoretical sampling error can be calculated.
For complete survey methodology, including weighting variables, please
contact [email protected].
About The Workforce Institute at Kronos
The Workforce Institute provides research and education on critical
workplace issues facing organizations around the globe. By bringing
together thought leaders, The Workforce Institute is uniquely positioned
to empower organizations with the knowledge and information they need to
manage their workforce effectively and provide a voice for employees on
important workplace issues. A hallmark of The Workforce Institute's
research is balancing the needs and desires of diverse employee
populations with the needs of organizations. For additional information,
visit www.workforceinstitute.org.
About Kronos Incorporated
Kronos is the global leader in delivering workforce management solutions
in the cloud. Tens of thousands of organizations in more than 100
countries - including more than half of the Fortune 1000® -
use Kronos to control labor costs, minimize compliance risk, and improve
workforce productivity. Learn more about Kronos industry-specific time
and attendance, scheduling, absence management, HR and payroll, hiring,
and labor analytics applications at www.kronos.com.
Kronos: Workforce Innovation That Works™.
About The Harris Poll
Over the last five decades, Harris Polls have become media staples. With
comprehensive experience and precise technique in public opinion
polling, along with a proven track record of uncovering consumers'
motivations and behaviors, The Harris Poll has gained strong brand
recognition around the world. The Harris Poll offers a diverse portfolio
of proprietary client solutions to transform relevant insights into
actionable foresight for a wide range of industries including health
care, technology, public affairs, energy, telecommunications, financial
services, insurance, media, retail, restaurant, and consumer packaged
goods. Contact us for more information.
© 2016 Kronos Incorporated (no claim made as to The Harris Poll
survey). All rights reserved. Kronos and the Kronos logo are registered
trademarks and Workforce Innovation That Works is a trademark of Kronos
Incorporated or a related company. See a complete list of Kronos
trademarks. All other trademarks, if any, are property of their
respective owners.
View source version on businesswire.com: http://www.businesswire.com/news/home/20160620005407/en/
[ Back To TMCnet.com's Homepage ]
|