Job sharing

Job sharing is the practice of having two different employees, who perform and split the duties of one full-time job [Bliss & Thornton, 2010].

Job sharing is a form of part-time work, but it varies from what is traditionally considered as a part-time job in a few respects. Working in such hours, is often associated with for example food or retail industries. Job sharing, on the other hand, allows to work shorter hours in jobs that are not usually considered as part-time positions, such as business and professional functions. For example, in the simplest configuration, two employees can share a typical position of forty hours to working only twenty hours. In certain situations, workers can each work two and a half days. Other options include working two days a week and alternatively on Wednesdays or daily working for four hours. In most cases, the salaries and benefits for the employees who participate in the job sharing are prorated based on the hours each employee worked.

Job sharing advantages

• Flexibility that improves emloyees work-life balance. For example parents, while raising the children, can retain their positions and continue on their path professionally. Thanks to decreased working time, the time spent with family is increased. Job sharing solution makes future career aspirations won’t hinder and can be easy combined with parenting [Crampton, Douglas, Hodge & Mishra, 2003].
• The employers don’t have to make a retention of workers, so it eliminates the need and cost of finding the replacement for the company.
• Employees involvement in job sharing tends to their increased loyalty and productivity.
• Better work results, because of “two different minds” (more ideas, talent and creativity) engaged in it. The two workers can solve problems that one person could not be able to solve.
• Job sharing often saves the company from paying workers for overtime (assuming one of the individuals does not exceed 40 hours) [Lutz, 2012, p. 7-8].

Job sharing disadvantages

• It isn't an appropriate agreement for an employee who needs the full-time job salary, because the pay is smaller.
• The risk of competing personalities between the workers leading to misunderstandings, low working afficiency a whole dysfunctional relationship.
• Additional expenses for the company, such sa increased processing cost due to having more people employed.
• Certain benefits and insurance costs cannot be prorated and often the employer have to pay for two employees in one position [Lutz, 2012, p. 8-9].

References

• Crampton, S., Douglas, C., Hodge, J., & Mishra, J. (2003). Job sharing: Challenges and opportunities. Seidman Business Review, 9(1), 11.
• Bliss, W., & Thornton, G. R. (2010). Managing flexible work arrangements.
• Lutz, J. D. (2012). Alternative Work Arrangements: An examination of job sharing, compressed workweeks, and flextime, 7-9.

Author: Paulina Olszewska