評(píng)論
打印
【英文原文】
Could You Be A Target For Layoffs?
摘要：隨著裁員風(fēng)潮的蔓延，兼職者、享受彈性工作制的員工、以及電子通勤族擔(dān)心自己會(huì)是首先被裁掉的，有時(shí)候還真不幸被他們言中了。
As layoffs spread, part-timers, flex-timers and telecommuters fear they'll be the first to go. Unfortunately, they're sometimes right.
The outcome depends on where you work. At some employers, people on reduced-hours or work-at-home setups are the first to fall under the budget ax; other employers revert to an 'all hands on deck' mode and revoke flexible arrangements. At other companies, however, oddball work setups are considered an advantage in the drive for efficiency. Either way, hanging onto a flexible work setup during a recession requires planning -- and luck.
In tough times, many employers revert to thinking critical jobs can only be done full-time, flat-out and under the boss's nose. Hilary Achauer, a San Diego marketing specialist for a nonprofit concern, sought to return to work part-time from maternity leave last year, but was offered a full-time management job instead. When she passed it up, she was diverted to a marginal job, then axed in February, while the employee who took the full-time slot was spared. 'When the going gets tough,' she says, some employers say, ''That person is only part-time, let's get rid of them.''
On the other hand, employers who are equipped to measure output against costs may see an efficient part-timer or telecommuter as an asset. A part-timer hired last fall by a retailing client of Flexperience, a Burlingame, Calif., consulting firm, thought she'd be the first to be laid off, says Sally Thornton, president of Flexperience. But she was so productive at reduced pay, Ms. Thornton says, that her employer chose to keep her over more senior full-timers. Work-at-home employees also confer savings, on real estate and office costs.
Indeed, in the current recession, more employers are using flexible setups to save money. Based on an April survey by Towers Perrin of 700 employers, 21% to 32% are either implementing or considering part-time shifts or four-day workweeks, as a cost-cutting tool. Of course, employees usually don't have a choice under these circumstances and may not welcome the change.
