Can I get part-time benefits?

Published by Devin Reams on June 1st, 2007 in Employment, Money | 5 Comments

One of the more annoying traits of being a part-timer (or hourly worker) is the lack of benefits. Now, in most cases you're not entitled to these benefits because you don't work hard enough. Economically speaking, I don't contribute to the company enough to have my health care covered. Heck, most workers these days don't even get that.

But, I had worked as an intern for a big company over a year. I had worked there longer and put in more hours than a number of new hires. Yet, they immediately get retirement benefits, paid sick days, vacation time and profit-sharing.

Why? I've contributed far more than they have. I worked 40 hours each week this summer! I was the one who contributed to that profit! How am I rewarded? I get to leave early the Friday before Memorial Day. Nice! Wait, no. That means less hours and therefore, less pay.

Sure, I'd rather be home but why do I get the sense I'm being cheated just a little? What about offering some part-time benefits for interns and seasonal employees?

Telecommute time: Allow me to work from home on Friday. Heck, as long as I answer emails I can be anywhere, right?
Discounts: You're a big company, can you give me some other (B2B) perk like a cheaper wireless plan or maybe some food from the cafeteria?
Paid-vacation: If you let me take a week off in the summer (and kept the paycheck coming) might I be more willing to come back to work refreshed and relaxed thanks to you?
Monthly training: The worst feeling is knowing you haven't learned anything new at your job. Send me to the courses that interest me. It's better than an afternoon spent browsing YouTube.
Intern trading: Let me explore another part of the company for a week or two. Put me in another group for a bit and see what happens.

Sure, some ideas may cost more than anyone is willing to put up. But, when you merely assign me as an hourly worker with a time-sheet don't you think I have an incentive to maximize my time spent rather than utility generated? Keep me motivated, excited and interested and I'll love to work for you.

Leave your thoughts here. (5 responses)

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Jacqui

Jun 1st, 2007 at 9:19 am

This post is fantastic! Nice job, Devin.

There's a fundamental generational gap that explains why these options are never even considered. Penelope Trunk outlines the issue very well in her recent post:
http://blog.penelopetrunk.com/2007/05/31/new-financial-data-highlights-generational-rifts/

Our values as a generation are different, and older generations may not take into consideration that these other options are just as meaningful to us as other more traditional benefits.

Roger Anderson

Jun 3rd, 2007 at 12:43 am

Before you condemn the prior generation, you should consider a fewer things. First get a font size that is easier to read for tired eyes. Second, that there are legal obligations that go with some of the things you suggest that can make them more expensive. Third, there will be someone who wants the cash equivalent and that can cause big headaches. Seniority at a single company is not equivalent to total job history. You may be there longer but not have been around the block as many times.

I'm not one for paying less simply because you are younger, but I am not going to pay as much while you learn on the job either. If you think things are difficult now, just wait until you hit your second career phase around 55. Then you will really think you have been dealt a poor deal, unless you take control of your career as a business. Look at it and have a plan like it IS a business because it is. It's your business.

I enjoy your posts and comments. Don't stop on my account but do try to keep perspective.

Cheers,
Roger

Jacqui

Jun 4th, 2007 at 8:38 am

Roger,
The point of my post was not to condemn, and I apologize if it sounded that way. It's fairly widely accepted that different generations have different priorities, but different does not mean better or worse.

Of course I understand the legal obligations that can be attached to the options discussed and those should be taken into consideration. And no one is suggesting that someone who is 55 should make as much as someone who is 25 and has 30 years less experience. But as far as paying someone for learning on the job, I'm not willing to pay anyone who is *not* learning on the job, no matter what age.

The point of this post, as I read it, is simply that we, as younger workers, know we can't expect to be paid as much as we'd like, especially while we're working part-time, through school, or whatever the case may be, but that workplace fatigue happens to us, too. Especially for those of us who are in school while working. In these cases, a little extra paid time off or other moral boosting type benefits can go a long way.