![]() ![]() Employees may start earlier or finish later than the normal work day. Compressed work weekĬompressed work week occurs when an employee works for longer periods of time per day or shift in exchange for a day off. However, employee benefits and qualification for government programs (such as employment insurance or pension plans) may be affected, and should be examined thoroughly before starting a reduced hour or part-time arrangement. Work hours may be negotiated, or they may be chosen to coincide with peak workload hours depending on the type of business. It may also be considered in some cases for employees with health problems or disabilities. These arrangements may be on a temporary or permanent basis depending on individual circumstances. Reduced hours/Part-timeĮmployees may choose to work fewer than the standard 37.5 or 40 hours work week. Employees may wish to maintain their start/finish times so that a routine is established and co-workers can become accustomed to each others' schedules. Lunch periods are usually required by law and for a set length (30 minutes or more). This arrangement establishes that core hours are between 9:30 AM and 3:30 PM when all employees will be at work. The total hours of work are not usually affected by this arrangement.įor example, the employee may choose to start between 7:30 and 9:30 AM, and finish between 3:30 and 5:30 PM. Flex time is usually arranged in advance with the employee and employer or supervisor and a set range of start and finish times are established. These arrangements may include specific guidelines so that a "core" working day exists. When they can start and finish work (for example, they can work for 5 hours between 8 AM and 8 PM excluding an hour lunch break).īy setting criteria, you can let your employees know what’s acceptable in your firm’s flexible work timings and how the employee is expected to work.Whether formally written into company policy or an agreement between the employee and employer, common arrangements include: Flex timeįlex time is an arrangement where employees work a full day but they can vary their working hours.The minimum number of hours a full-time staff member should work in a week or workday.Explain core hours – the duration during which employees must be present in the office to improve team collaboration.You can include the following in this section: Setting a section for acceptable flexible work hours in your policy can prevent a non-exempt employee from checking in and out of work whenever they feel like it. The lunch period and other breaks aren’t included in the flextime schedule.Your employees’ flexible schedule must be compliant with the FLSA (Fair Labor Standards Act), state labor laws, and company policies.The department head must approve an employee’s request to begin flex work.All regular part-time and full-time employees can be considered for flextime work.Eligibility GuidelinesĬreating eligibility criteria for flex work will motivate your employees to increase their performance and prove their dedication to the firm.Īdditionally, it’ll also help you exempt employees who’re insincere, tardy, and may misuse flextime. Most importantly, you must clearly explain the reasons why certain employees can’t exercise flex time. So you can only sanction a flex time policy for a few employees. Similarly, employees who interact with clients regularly may need to come to the office on time, unlike admin professionals. In contrast, an IT professional can exercise a flexible schedule. Employee EligibilityĮvery employee in the organization can’t be eligible for a flex-time policy because of the difference in job nature.įor example, a flex-time policy may not be practical in an industry where employees work 24/7. Here are a few factors you must include in the policy to maintain employee performance and avoid tardiness: A. ![]()
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