Passing the buck: Labor flexibility practices that transfer risk onto hourly workers

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Achieving employee wellbeing in a changing work environment An expert commentary on current scholarship (2012, background): “Precarious work has little or no job security, can have pay systems that transfer risk and fluctuations in customer and product market demands from the employer to the employee (Lambert, 2008), and unpredictable nonstandard schedules (Kalleberg, 2011, 2009).”
Precarious work and precarious workers: Towards an improved conceptualisation (2016, background): “Adjusting fragmented schedules, often at short notice, shifts risk to employees, at the expense of instability in their hours and income (Lambert, 2008).”
Schedule flexibility in hourly jobs: unanticipated consequences and promising directions (2012, background): “Similarly, hotel housekeeping staff are scheduled based on projected room census, while workers in lock-box jobs in banks are scheduled according to projections of payments to process (Lambert, 2008).”
Cultural Schemas, Social Class, and the Flexibility Stigma (2013, background): “In fact, whereas elite workers complain of too many work hours, low-wage workers often complain of too few (Jacobs & Gerson, 2004; Lambert, 2008).”
Organizational Strategies for Promoting Work-Life Balance and Wellbeing (2013, background): “Lambert (2008) refers to this approach as “passing the buck.”