The Possibility of Reduction of Working Hours in the United States

American workers have varying work schedules, with an average American working between 34-42 hours a week. This depends on gender, work definition, and employment requirements. That is, self-employed people spend more or less time compared to employed citizens who generally have a standard amount of working hours. For decades, revising the work schedule to 40 hours per week creating more employment opportunities for Americans since unemployed citizens could find jobs from the remaining working days. Additionally, employed Americans could invest the remaining time with family and in freelance ventures, something that would have otherwise been impossible. The disadvantages of a 40-hour weekly schedule for an average American have reported issues of fatigue and disengagement due to being overworked. Disengagement of employees ranges from little commitment to organizational goals since workers solely aim to complete the allocated time for them. Additionally, disengagement could be viewed on a family basis where, due to fatigue, workers may have reduced presence with their families and friends. As such, debates on the reduction of working hours have been underway, proposing ideas that achieve organizational goals, the country's economic goals, and the general well-being of American workers.

State legislators should consider the economic relevance and the possibility of learning in reducing the regular 40-hour weekly schedule before deciding on its implementation. According to the Education Commission of the States, based in Denver, “the average district can save up to 5 percent of its budget by dropping a school day” (Quinton). However, significant considerations for learning institutions are teachers' working conditions and student motivation to attend school five days a week. Mainly, with a 4-day schedule, there's greater motivation to participate in classes for all five days, as has been evident in Colorado (Quinton). Additionally, teachers continually demand to pay for the extra hours and days they spend in learning institutions. The principal argument for teachers' representative organizations is the willingness of teachers to commit to 40-hours a week schedule if their salaries are raised. Arguments supporting such claims prove that with 4-day programs, schools can save more money and improve the concentration of students since the compression of learning days does not affect the comprehension capability of learners. Considering teaching professions, compressing working days results in higher savings by districts, implying that districts can increase the benefits they give to their teachers. Additionally, considering the fatigue associated with this profession, more extended weekends allow for proper planning and resetting, where teachers can start new weeks with better academic goals. Therefore, shifting to a 4-day school schedule can enable state legislators to save more money to increase teaching benefits and reduce the problems associated with full-time attendance.

The economic position of states and the willingness of governments and organizations to compensate workers for extra hours is vital in ensuring the possibility of working for less than 40 hours a week. The United States government could consider economies such as France, whose “working threshold is 35 hours, above which rest days or overtime hours kick in” (Venturi). Financial benefits are a significant motivation for workers to clock in past the average 40-hour working norm since workers are sure of compensation past their required time. In the United States, workers are likely to work for more than 40 hours without payment since working hours are solely dependent on the pace of workers to meet daily organizational goals. For instance, Venturi asserts that lawyers in the U.S. "work an average of 55 to 60 hours a week to meet billable hours requirements most firms require". As opposed to encouraging laziness at workplaces, France reportedly has one of the best work cultures since workers clock more time than required, considering the benefits accrue when they work past their organizational requirements (Venturi). For instance, a French citizen, Ahlem Saifi, an airport worker, extends his working time to 40 hours a week, taking shorter lunch breaks to have longer working hours that would boost his monthly earnings (In France, New Review of 35-Hour Workweek - the New York Times.pdf: 6231-ENGL-1302-Composition II-RT-14908). If the state, national governments, and organizational managers could increase the payment benefits of their workers, the reduction of the 40-day regular working schedule is possible. As seen in France, removing hours will not compromise the organizational goals but increase the workers' commitment since they are assured of better pay. Therefore, governments' and organizations' financial capability to increase their workers' salaries would be pertinent in determining the possibility of reducing the regular 40-hour working weekly schedule.

Fatigue during working days increased crime rates, and financial constraints of some families have been identified as some cons should organizations shift to shorter weekly working hours. Economic researchers have asserted the impossibility of reducing the burden caused by a 40-hour working schedule by lowering it. Workers may prefer shorter working hours to increase leisure time, family time, resting time, save child support costs and spend more time with family, among other reasons. However, shorter working hours may lead to workers’ fatigue since organizational goals must be accomplished within a preset timeline (Why a Four-day Workweek Is Not Good for Your health.pdf: 6231-ENGL-1302-Composition II-RT-14908). Working within shorter periods poses a greater danger to workers' health than spreading work within more extended periods, such as using the current 40-hour schedule in place. For instance, the implementation of 35-hour working periods with 75 percent pay with full benefits is inconsiderate if workers should still meet all organizational goals. Implementing such a strategy is an indirect salary cut without a direct implication of work reduction. When the 4-day schedule was implemented in Colorado, researchers claimed that crime rates increased since many students were not engaged in school and could drift into crime (Quinton). In addition, where specific economic sectors legislate 4-day working periods, an imbalance creates pressure on citizens to spare money for child care. For instance, some parents may argue that teachers' 4-day working periods result in higher expenses since they pay for child support when their children are at home. Compared to previous arguments, however, fatigue is a choice that workers make since they want to earn more by extending beyond the minimum hours required by their organizations. Issues of insecurity resulting from shifts to 4-day school days could be considered by correctional and disciplinary institutions within states, and are not necessarily a direct reflection on shorter school days but students' discipline. Therefore, arguments against the reduction of weekly working hours in the United States include the rise of insecurity and workers' fatigue which are not enough against the reduction of mandatory working hours.

Discussions and research around the reduction of mandatory working hours are based on achieving organizational goals and the country's economic goals while observing the general well-being of workers. States such as Colorado have already reduced school working hours, reducing teachers' working time. This has improved students' attendance and the working culture of teachers since they can reset and re-strategize when given more extended weekends. Countries like France report better working cultures of citizens with better payments since workers can extend the regular 35-weekly working hours to improve their pay. If organizations can reduce mandatory working hours, workers' motivation can improve, increasing the possibility of achieving organizational goals. Arguments against shorter working hours per week assert an increase in crime rates, workers' fatigue for lesser pay, and increased expenses for parents if shorter working periods are only implemented for some sectors of the economy. However, such arguments can be countered by workers' willingness to clock in overtime, making fatigue a worker's choice and implementing penal and correctional laws that address issues of insecurity resulting from shorter working periods.

Works Cited

“Why More School Districts Are Holding Class Just Four Days a Week.” The Pew Charitable Trusts, 18 Apr. 2018, www.pewtrusts.org/en/research-and-analysis/blogs/stateline/2018/04/18/why-more-school-districts-are-holding-class-just-four-days-a-week.

In France, New Review of 35-Hour Workweek - the New York Times.pdf: 6231-ENGL-1302-Composition II-RT-14908. www.eagleonline.hccs.edu/courses/202939/files/43663803?verifier=rOft0db7jkPCL9mBQMi7YbFWe9bt6lCMZSxOK3CN&wrap=1.

Venturi, Richard. “Busting the Myth of France’s 35-hour Workweek.” BBC Worklife, www.bbc.com/worklife/article/20140312-Frances-mythic-35-hour-week.

Why a Four-day Workweek Is Not Good for Your health.pdf: 6231-ENGL-1302-Composition II-RT-14908. www.eagleonline.hccs.edu/courses/202939/files/43663804?verifier=9jb1FGzqdghin54TVEMAeGANcj3VDDcRvjMAfcdD&wrap=1.