Working Time Analysts was established in response to requests for access to information generated by both types of Project. In turn, as a means of tailoring the information to an Organisation’s individual circumstances and needs, this resulted in requests for direct access to our experience and expertise. Consequently, in order to facilitate the latter, Working Time Analysts was established.
These projects were based on a case study approach, and as they progressed, a data bank of shift rotas was established. Over time it became increasingly apparent that this data bank was of direct practical benefit to participating organizations.
Both management and employees were interested in finding out what types of shift system were worked by organizations in the same industry, or by organizations with similar production demands. They were also interested in finding out how others had resolved specific problems, and how they had adapted their patterns of working time to cope with changing social and economic requirements. Indeed, given the number of unsolicited requests for information from organizations who were not part of the research projects, it was clear that the data bank was serving a need that was not met from elsewhere.
When these initial research projects were completed, a number of organizations felt that it was important to ensure that they had continuing access to the data bank of shift rotas. In order to meet this perceived need, it was decided that the data bank would be maintained; the information would be up-dated on an on-going basis; and that it would be made available to all interested organizations.
These projects grew out of work on Payment Systems. Many of which were concerned with various aspects of Job Evaluation systems, including those arising from various types of incomes policy and from 1970 onwards, their relationships with the Equal Pay Act. The latter became increasing significant following the enactment of the Equal Value amendment in 1984.
The main thrust of the projects was to provide assistance to the Equal Opportunities Commission, (both in Great Britain and Northern Ireland), on the viability of Equal Pay Claims, in particular the Equal Value aspects and the validity of the use of Job Evaluation as a defence to the latter. Over time this activity broadened out to direct assistance to either the Claimant or the Respondent.