“She’s in childcare from 7.30-5.30pm … but it’s good for her to be socialising with other babies and it’ll give her a head start for school”.
“What did you get up to over the long weekend?” “Oh you know, just caught up with jobs around the house. The cars needed washed, lawns mowed – that sort of thing”. “True, Never enough hours in the day eh?” “Nah, especially with the commute”.
“40 hour week? Good one, I’m pushing 70 hours trying to meet those deadlines. I’m lucky I can work from home so the Mrs doesn’t have a go at me”.
“What are you doing with your kids over the holidays?” “Oh god, I don’t even want to think about it, we can’t afford the holiday program this year and I don’t have any leave left”.
“The Board says we have to tighten our belts, so HR will be looking at workloads and restructuring – it’ll mean a loss in jobs… Don’t panic, we’ll make sure we honour our contractual obligations in the event of redundancy”.
“Are you coming to the gym later?” “Nah, I can’t. I have to work late to make up for taking time off to take Mum to hospital last week”.
“I had a chat to the Manager about the role they’re advertising” “Oh yeah, what did he say?” “He reckons I can get it but I’ll have to go full time if I want it”. “Yeah, the good jobs are always full time”.
While Labour day is just a day off to most of us, it commemorates normalisation of an 8 hour working day. The idea is that it would give us a fair work life balance, 8 hours of work, 8 hours of recreation and 8 hours of sleep. Nice in theory. It seems we still have a long way to go for fair and progressive employment conditions which reflect society in 2018. If you had to work on Monday the 22nd, Labour day check out your employer obligations.