UNIVERSIDAD PRIVADA SAN JUAN BAUTISTA FACULTY OF COMMUNICATION AND SOCIAL SCIENCES PROFESSIONAL SCHOOL OF BUSINESS ADMINISTRATION TOPIC: Types of work MEMBERS: Apaico Ochoa, Alexandra Valeria Ascencio Hernández, Carolina Lizet Hinostroza Arcos, María Cielo Moreyra Green, Valeria Fabiola Sangama Gavidia, Sharon Nicole Sullcahuaman Condore, Andree Ventura Muñoz, Einer Anderson Yeren Pisconte, Christopher Joseph COURSE: English III PROFESSOR: Abog. Hernández Garcia Enrique Manuel ICA – PERÚ 2022 - I GRATITUDE First of all, we eternally thank our heavenly Father for allowing us to carry out this work in harmony and team cooperation. We want to express our sincere thanks to Abog. Hernández García Enrique for having trusted us and having encouraged us to undertake the preparation of this report. Thanks to you, we’re able to successfully develop this training product. Finally, thanks to all people who encouraged us on this long journey, understanding the difficulties that we’ve been going through in the course of our training. DEDICATION We are pleased to inform you that this work is especially dedicated to the entire educational community of the Universidad Privada San Juan Bautista, the district community and society in general. It is also dedicated to our families, who gave us the strength to move forward, fulfilling our goals. The unconditional support they continue to give us will always be our main motivation. INDEX INTRODUCTION ....................................................................................................................................... 6 TYPES OF WORK ..................................................................................................................................... 7 CHAPTER I. CASUAL, PART-TIME AND FULL-TIME WORK ...................................................... 7 1. 2. 3. Casual Work Definition .................................................................................................................. 7 1.1. Adventages of Casual Work ..................................................................................................... 7 1.2. Disadventages of Casual Work ................................................................................................ 7 Part-Time Job Definition ................................................................................................................ 8 2.1. The Difficulty of Making International Comparisons ............................................................ 9 2.2. Advantage of Part Time Job ................................................................................................... 10 2.3. Disadvantages of Part-Time Job ............................................................................................ 10 2.4. Differences between Casual Job and Part-Time Job ............................................................ 11 Definition of Full Time Job........................................................................................................... 12 3.1. Benefits of a Full Time Job.................................................................................................... 12 3.2. Definition of Other Countries ................................................................................................ 13 3.3. Advantages of Working Full Time ......................................................................................... 13 3.4. Disadvantages of Working Full Time .................................................................................... 14 3.5. Labor Work in Peru................................................................................................................ 15 3.6. Workers' Vacations in Peru ................................................................................................... 15 3.7. Difference Between Part-Time Job and Full Time ............................................................... 16 CHAPTER II. TEMPORARY AND PERMANENT JOB .................................................................... 17 1. 2. Temporary Job .............................................................................................................................. 17 1.1. Fixed-Term Contracts ............................................................................................................ 17 1.2. Purposes of the Temporary Employment Contract ............................................................... 17 1.3. Adventages and Disadventages .............................................................................................. 18 Permanent Jobs ............................................................................................................................. 19 2.1. Characteristics of Permanent Jobs ........................................................................................ 19 2.2. Advantages ............................................................................................................................. 20 2.3. Disadvantages ......................................................................................................................... 20 References .................................................................................................................................................. 22 INTRODUCTION In this report we are going to talk about the types of work and it is important because labor benefits include various types of compensation provided by employers in addition to regular wages. Work is any activity, manual, that a person does in exchange for a salary. The objective is to obtain a profit with which to stabilize in order to access consumer goods, housing, food and other basic needs raised in the capitalist economy. Employees hired through a temporary agency do not enjoy benefits or receive compensation from the worker directly. Instead, the temp agency pays the employee to work on demand at various client locations as needed. Temporary employment agencies send employees to clients who need seasonal, temporary, part-time, or contract-possible employees. These contract positions can be full time but only last a few weeks or months. Some companies use temp agencies as recruiters for permanent employees in contract temp positions to determine if the worker is a good match for the company. Companies that offer products or services may experience an increase in workload during specific seasons. In these cases, the company hires a small team of permanent full-time employees and hires temporary or seasonal workers to help during peak demands. Temporary employees fall under the category of part-time employees who work only a few months of the year. Seasonal workers typically do not receive insurance or retirement benefits or qualify for vacations. Also, the payment that can be obtained for a job can not only be used to solve basic needs, but also to acquire other types of goods, such as clothing, technological items, trips, among other elements that people can to enjoy. TYPES OF WORK CHAPTER I. CASUAL, PART-TIME AND FULL-TIME WORK 1. Casual Work Definition In this sense, casual work refers to the labor activity of independent workers, street vendors, domestic service workers, window cleaners, among others. These types of jobs are generally poorly paid and offer poor working conditions. In addition, because they do not have the proper legal protection for labor relations, they are jobs without social protection, which do not provide economic stability for workers. In casual employment, situations such as non-payment of wages, dismissals without compensation or notice periods, the requirement to work overtime or extraordinary shifts, as well as non-compliance with social benefits, such as pensions, sick leave or insurance health, are situations in which workers are vulnerable and unprotected. 1.1. Adventages of Casual Work Saving money. Less burden for the government that can be concentrated towards the sectors that generate competitiveness. Provide an opportunity for personal expression. 1.2. Disadventages of Casual Work a. Employer: The disadvantages for the employer in relation to the use of temporary workers fall mainly into two categories: the insufficiency of the workforce and the legal implications. A disadvantage of using contingent workers involves the possibility of a lack of talent at critical moments. That critical talent gap can result from known unavailability, or an inability to locate talent for a specific project, even though such talent does exist. In the legal category, abuses of contingent worker status have resulted in national labor laws and labor laws in some states incorporating strict definitions of what legally constitutes a contingent worker. In some cases, even the use of a third-party employer, such as a temporary agency, has not protected employers from a legal determination that workers classified as contingent by the company qualify as employees of the company and are subject to to the same benefits as the other workers of the company. b. Employee: The disadvantages for the worker also vary with the particular circumstance. The most consistent drawback across all levels of the contingent workforce is that work may not materialize, or even exist, when the worker needs income. Also, with some casual work, such as seasonal retail work or some types of temporary assignment, a downside is the reality that overall compensation rates fall below those of workers hired directly to perform jobs. Finally, contingent workers either receive few or no benefits, or must implement and administer such benefits with their own funds. 2. Part-Time Job Definition The term “part-time worker” refers to any salaried employee whose normal working hours are less than those of full-time workers in a comparable situation. We refer to workers in a comparable situation because the number of weekly or monthly working hours considered normal for full-time employees may vary considerably depending on the profession or activity in question. For example, the number of hours a teacher spends in the classroom each week, without taking into account class preparation time, is clearly lower than the number of hours a worker in industry spends in the classroom. Similarly, a worker on a weekend shift may have reduced hours, but receive a salary equivalent to full-time pay. As for the normal working hours. 2.1. The Difficulty of Making International Comparisons The situation becomes considerably more complicated when trying to compare the spread of part-time work in different countries, since the expression, whose normal working hours are shorter than those of full-time workers in a comparable situation, is translated in various ways in national legislation. In France, for example, a person is considered to be working part-time if the hours worked are less than four-fifths of the normal working day, while in Spain the proportion is two-thirds and applies to hours determined by collective agreement or practiced in the company; in Ireland and the United Kingdom, the criterion is that less than 30 hours are worked per week, as indicated in a study on the subject published by the OECD (Organization for Economic Cooperation and Development). The same applies to statistical definitions. Some countries distinguish between part-time and full-time work according to a threshold of usual weekly duration: 30 hours in Finland, Canada and New Zealand; 35 in Australia, Austria, Iceland, Japan, Sweden and the United States; 36 in Hungary and Turkey; 37 in Norway. Eurostat publishes data for 14 European Union countries (excluding Sweden) and Iceland, based not on a threshold but on the assessment of those concerned. Finally, some countries, such as Germany, Spain, the Netherlands and the United Kingdom, combine both methods. In Spain, for example, people who report working part-time but work more than 35 hours per week are counted as full-time workers; on the other hand, those who report working full-time but work less than 30 hours are classified with part-time workers (Van Bastelaer, Lemaître and Marianna, ibid.). It should be added that some people work part-time for family reasons and are not available to work more, so their situation is considered "voluntary" since, if they had good childcare services, for example, they would prefer to work more. On average, part-time workers earn less per hour than their full-time counterparts. It may happen that the difference occurs in the same company and in equivalent jobs, but this is rather rare. The difference becomes apparent when looking at workers as a group, and this is due to several factors: part-time employees tend to work in sectors and, within those sectors, in activities that pay modest rates compared to the national average. They also tend to be employed in menial jobs and are excluded from supervisory positions. 2.2. Advantage of Part Time Job Flexible hours and less stress. working part-time allows you to choose which times of the day you prefer to be busy and which you prefer to spend resting. Fortunately, fewer working hours equals more time for disconnection and leisure. Possibility of combining several jobs. If you don't have a busy workday, but you want to earn more money, you can consider the option of moonlighting. Easier to study. Combining work and studies is much easier when you have a part-time job. While it is true that online training makes things much easier, a part-time job will allow you to dedicate time to your studies in a more relaxed way. More leisure time. One thing is clear: not everything in life has to do with work. And if we do not disconnect, we will perform less during our working hours. Take advantage of your free time to enjoy activities that you like. Springboard for experience. Part-time jobs don't usually offer much continuity or financial support. However, in most cases they serve to gain experience and fluency in the labor market. 2.3. Disadvantages of Part-Time Job It can cause understaffing at times. It can create difficulties scheduling meetings or coordinating projects. Difficulty measuring working hours and performance of part-time workers. Could negatively affect employee income and benefits. It could negatively affect the employee's career advancement. The employee may be seen as less engaged by colleagues. Monitoring issues. The employee's other job duties must be reassigned. 2.4. Differences between Casual Job and Part-Time Job Figure 1 Differences between both types of work Casual Job •Is the hiring of workers on a sporadic or intermittent basis, often for a specific number of hours, days or weeks, in exchange for a wage determined by the terms of a daily or periodic work agreement. Casual work is a characteristic feature of informal wage employment in low-income developing countries, but it is also emerging in industrialized economies, especially in “gig economy” or “gig economy” jobs”. Part-Time job •Part-time jobs are those that work less than 30 hours per week. And what is the attraction that companies find in this type of work? When it comes to full-time contracts, companies are forced to maintain a stable and always regular salary. But in part time contracts they have the option of establishing salaries proportional to the hours worked, which is an advantage for the company. Note. Adapted from a web page, you can find it in the references. However, for example, Chilean legislation is quite rigid with part-time jobs. In other countries it is possible to compensate the hours worked between several weeks if one of them has been worked less. But in Chile these cases are not contemplated. The same thing happens with something as common as overtime: being part-time jobs, only a maximum of 10 overtime hours per month are allowed. Indeed, these are not the only characteristics of part-time jobs. Also keep in mind that: A company that offers all the guarantees and that has all the labor legalities must be selected. The rights of a part-time worker are the same as those of a full-time worker. The working day should not exceed 32 hours per week and 10 hours per day, with a break of 30 minutes to 1 hour. If the contract is equal to or less than 30 days, it must be signed, ideally within the employee's first 5 days of work. Otherwise, the maximum time is 15 days. This type of employment, like full-time jobs, is favored with AFP and health benefits. The reasons for dismissal are the same as for any type of contract and are included in articles 159, 160, 161 and 163 of the Labor Code. Applicants must have a high sense of responsibility and commitment, which is highly valued by employers. 3. Definition of Full Time Job A full-time job or full-time job is a job that occupies the person for a period of time close to the maximum daily working day set in each country, that is, between 7 and 9 hours a day, every working day of the week. The opposite is part-time work. (Adams, 2020) 3.1. Benefits of a Full Time Job Full-time employment often comes with benefits not available to part-time workers. Health insurance Life insurance Time off or paid vacation Work sickness insurance Retirement or retirement accounts 3.2. Definition of Other Countries a. Australia: about 38 hours; Belgium: 38 hours; Brazil: 40-44 hours; Chile: 45 hours; Canada: 37.5-40 hours; Denmark: 37 hours; France: 35-hour week, Germany: 35-40 hours; Iceland: 40 hours; India: 48 hours (per the Factories Act of 1948, a person cannot work more than 48 hours per week). b. Taiwan: 40 hours; Israel: 43 hours; Italy: 40 hours; Netherlands: 35-40 hours; Norway: 40 hours (often set at 37.5 excluding lunch break); Poland: 40 hours; Russia: 40 hours; Sweden: 40 hours (not formally defined) c. In the UK: 35 hours (not formally defined); 37.5-hour or 40-hour contracts are also common. d. In the United States: 30 hours or more, according to the definitions of the Affordable Care Act.891011 «The North American Fair Labor Standards Act (FLSA) does not define neither full-time work full or part-time work. This is considered to be determined by the employer. 3.3. Advantages of Working Full Time The main advantages of working full time are: Fixed schedule: It is a type of contract in which the working hours are well defined and established. Higher salary: The remuneration for the work performed is higher than in the case of parttime contracts. Better place of work: The place of work that he occupies is his own, so the worker feels more comfortable. Greater bonding with colleagues: In general, people with full-time jobs have more bonds with their colleagues than those who work part-time. (Nelson, 2021) 3.4. Disadvantages of Working Full Time a. Working full time means that the work absorbs most of our effort, time and dedication. Sometimes, the limits of full-time work are exceeded, causing stress or demotivation among workers. For example: A young person who studies and works at the same time, produces that he does not rest well, with that comes the stress, like bad attitude with the others, and worse still when the student has a final exam and at the same time must work, with this it creates the frustration. b. If the salary is not too high, it makes it difficult to work in another job to compensate the income or makes it difficult to combine work with studies. For example: A father with an engineering degree works as a cook, but the money he earns is not enough to pay for his degree, but he needs the money for his children, so he leaves his career for a full-time job. c. With a full-time job you have less time for your personal life, either dedicated to leisure or to your family, so the reconciliation of childcare is more complicated. For example: A teenager who works full time is sometimes deprived of going to parties or are so exhausted that they do not have the energy to go out, as well as commitments, such as a sibling's birthday, as they will not be able to attend because they have to work that day. 3.5. Labor Work in Peru The work schedule is the distribution of the workday in each of the working days. Unlike the workday, the schedule determines the exact time of the beginning and end of the work. For example: if a worker works from Monday to Saturday and enters at 8:00 a.m., he/she has a onehour snack and leaves at 5:00 p.m. The working day, on the other hand, comprise the time that the worker is at the employer's disposal to perform the activities for which he/she was hired In Peru, the maximum working day is 8 hours a day or 48 hours a week. Exceptions are contemplated for special cases, in which the workday is required to be alternative, cumulative or atypical. With that established, it is also key to follow the regulation of breaks. In the case of snacks, they are considered a right of workers who have an uninterrupted work schedule. Although the schedule and time is established by the employer, it must be at least 45 minutes. Another aspect to take into account is that, unless otherwise agreed, the snack is not part of the working day or schedule and it is not possible to grant it before or after working hours. 3.6. Workers' Vacations in Peru According to current Peruvian regulations, workers are entitled to 30 calendar days of vacation rest for each full year of work. In addition, the vacation remuneration must be paid before the beginning of the worker's rest. 3.7. Difference Between Part-Time Job and Full Time a. Full-Time Jobs. There is no exact definition available for the term “full-time job.” The range of working hours for any employee should be maintained within 32-40 hrs (per week) by the employer. These are the main criteria used for differentiating jobs as full-time or part-time. But, there are various other specifications available for defining full-time jobs. These specifications vary with respect to the different government departments. One of the most important things to be remembered while having the respective discussion by considering the above-mentioned criteria, specifications, and definitions, is that these are not legally binding. But, what if an employee works more than 40 hrs? This situation is referred to as “Overtime,” and the employer has to pay the employee for the extra hours accordingly. Usually, many companies keep their working hours around 35 hours, but some high demanding jobs can raise their bar to 40 hrs. b. Part-Time Jobs. It’s a no-brainer. If the employee works less than the hours demanded from a full-time employee, the employee is said to be working for a part-time job. We understand the respective definition is not a solid as concrete, but there isn’t one. The employee has to work accordingly, depending on the instructions given by the employer. The part-time workers are usually assigned with the task and deadlines and decided to depend upon the amount of work given, making it easy for them to work according to their convenience. CHAPTER II. TEMPORARY AND PERMANENT JOB 1. Temporary Job Temporary employment, in which workers are hired only for a specific period of time, includes fixed-term, project-based or task-based contracts, as well as casual or seasonal work, including day work. (ILO, 2022, p.01) Temporary job began to draw particular policy attention about three decades ago when its use became widespread in the labor market. (International Labor Organization, 2022, p.01) 1.1. Fixed-Term Contracts Project-based or task-based, are contractual agreements between an employer and an employee characterized by a limited duration or a predefined event that terminates the contract. Fixed-term contracts have always existed in labour markets and serve specific purposes. They provide flexibility to enterprises to respond to changes in demand, such as due to seasonal fluctuations, to replace temporarily absent workers, or to evaluate newly hired employees before offering them an open-ended contract. For these enterprises, temporary employment may bring challenge for the firm, including on how to manage workers in different type of arrangements but performing similar tasks; it also risks leading to underinvestment in training and innovation and hence lower productivity. (International Labor Organization, 2022, p.01) 1.2. Purposes of the Temporary Employment Contract It is good to consider that, as a temporary worker, you could be hired and paid through a personnel agency that, in turn, is paid by the hiring company. Although a person can also post their own temporary job search ad, by comparison it is best to do so through a staffing agency because it is more efficient and deals directly with recruitment, payroll and HR issues. They’ll also make sure that your employee complies with legal and tax requirements when hiring someone as a temporary worker. Remember that by working as a temporary employee, you’ll be able to deduct some of your work expenses on your tax return; such as expenses caused by transportation from your home to the workplace in your own vehicle, vehicle repair expenses, etc. 1.3. Adventages and Disadventages Table 1 Comparison Between the Advantages and Disadvantages of a Temporary Job Adventages Disadventages Fixed-Term Contracts. Some workers You don’t receive any of the benefits that choose temporary jobs because they want apply to permanent employees (this work to reconcile work with studies or other model doesn’t have benefits such as job responsibilities that prevent them from insurance or vacations.). (Indeed, 2021) committing to work for an indefinite Most temporary jobs are short, so there is period. It is also essential to offer workers no time to adjust to the job or work in culture. temporary employment conditions equivalent to those of workers in a typical Temporary workers mostly have a job. (International Labor Organization, contract of less than three months’ 2022, p.01) duration and earn a lower salary than You may be able to develop new skills. (Indeed, 2021) workers with permanent employment. (Finutuve, 2018, p.01) As an employee who works under this type of contract, it offers you the advantage of reaching agreements with your employer regarding work schedules, and flexibility in the deadlines for the completion of the project you are carrying out. Note. Adapted from Comparison between advantages and disadvantages, (2018 - 2021) 2. Permanent Jobs A permanent employment contract can be defined as one in which the passage of time does not in itself constitute a valid cause for the termination of the employment relationship. It should be noted that our legal system recognizes the worker's right to enjoy a permanent employment relationship over time; consequently, this type of contract must be assumed as the ordinary and typical mechanism (despite the fact that in practice it is verified as the most unusual assumption within companies). The motivation and commitment of permanent employees depend, among other factors, on their perception of their employer: their objectives, their values, their way of articulating labor relations. On the other hand, social security, the confidence and comfort of a "permanent job" turns out to be the natural aspiration of the vast majority of people. Both professional and nonprofessional. (Universia Business Review, 2013, p 03). 2.1. Characteristics of Permanent Jobs Due to this fact, this type of hiring has some characteristics that define it: It does not require formality for its validity: it can be agreed in writing, verbally, either by express or implied declaration. The absence of a written contract therefore does not imply that the worker does not have the status of such and that he is restricted from the rights that assist him. Nor will it require the employer to include it in the administrative form for it to have a valid existence. Non extinguishable by unilateral decision of the employer: The sole decision of the employer may not terminate the employment relationship maintained, there must be other objective causes that may legitimize the unilateral termination of the contract (disciplinary dismissal, retirement, death, etc.). Extinguishable by decision of the worker: On the contrary, the indefinite-term or permanent contract may be terminated at any time when the worker wishes unilaterally. Notwithstanding this, he will be obliged to notify the employer within a reasonable time in order to avoid damage to the company. 2.2. Advantages There is the certainty of covering the basic needs of the family: permanent work generates a fixed income; this adds family security even when the income is low. Fixed income allows short-term planning: You can design a spending plan with a high level of certainty, since you have a salary. There is a specific work schedule: Time is distributed based on the hours that will be dedicated to permanent work, some can do their housework after work or continue studying. A certain degree of personal and professional development can be achieved: by working for a company, the worker can opt for courses, workshops and other training methods and establish new contacts. There is the possibility of receiving salary increases from time to time: in some companies, workers receive incentives, bonuses and increases due to promotions and other benefits. 2.3. Disadvantages As the type of income is fixed, there is a ceiling for expenses: which means that generally it will not be possible to cover more than basic expenses. Creative capacity is disabled: in many companies there is no freedom to innovate internal processes, so the employee only follows the pre-established routine. 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