Why flexible work arrangements are good

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. The total hours of work are not usually affected by this arrangement. For example, the employee may choose to start between and AM, and finish between and PM. This arrangement establishes that core hours are between AM and PM when all employees will be at work. Lunch periods are usually required by law and for a set length 30 minutes or more. Employees may choose to work fewer than the standard These arrangements may be on a temporary or permanent basis depending on individual circumstances.

It may also be considered in some cases for employees with health problems or disabilities. Work hours may be negotiated, or they may be chosen to coincide with peak workload hours depending on the type of business.

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.

Compressed work week occurs when an employee works for longer periods of time per day or shift in exchange for a day off. Employees may start earlier or finish later than the normal work day. Compressed work weeks are often initiated by the employee, but sometimes the employer may initiate the option to improve operational efficiency, to maximize production lower daily start up costs or to establish longer business hours which can enhance customer service.

Common arrangements for a 40 hours work week are working 10 hours per day, 4 days a week; working an extra hour a day with 1 day off every 2 weeks; or working an extra half hour a day and having one day every 3 or 4 weeks off. Telework or working remotely occurs when people do at least some of their regular work from home instead of going into the office or work at a different location. Job sharing occurs when two or more employees share one or more positions or set of duties.

Employers get the same number of working hours, but employees have a three-day weekend every week. Among other demographics, employees whose family status involves child care or elder care responsibilities may find a compressed workweek to be of particular value.

Employees save time and commuting expenses by reporting for duty on fewer days. Employers that convert their entire operation to a four-day workweek may save on the cost of utilities and other overhead. Shift work has traditionally been used in manufacturing environments to maximize productivity from fixed resources and costs. For example, supermarkets and computer help desks are now typically open 24 hours a day, seven days a week.

Nowadays, a computer user calling for technical support during regular U. Despite its extensive use in certain environments, shift work poses some practical challenges for some employers. Part-time jobs are the most traditional of flexible scheduling options. This option is typically used when a job requires fewer than 40 hours of work per week. Part-time work can be used to attract a workforce that includes students, parents of young children, older workers and others who need or want to work but do not wish to work a full-time schedule.

Although more commonly associated with jobs in retail and food service, some employers do have part-time professional employees. Part-time work can help organizations retain professionals who otherwise would be lost. Job-sharing is the practice of having two different employees performing the tasks of one full-time position. Each of the job-sharing partners works a part-time schedule, but together they are accountable for the duties of one full-time position.

Typically, they divide the responsibilities in a manner that meets both of their needs as well as those of the employer. The practice allows for part-time schedules in positions that the employer would not otherwise offer on a part-time basis.

It requires a high degree of compatibility, communication and cooperation between the job-sharing partners and with their supervisor. Like part-time jobs, job-sharing arrangements may appeal particularly to students, parents of young children and employees nearing retirement, helping them balance careers with other needs.

For employers, the practice may include retention of skilled employees, increased employee loyalty and productivity, and a measure of flexibility that can occur when two people fill one job slot. Whether allowing for flexible work hours for employees with children at home during the COVID pandemic, or offering flexible work arrangements on an on-going basis, supporting working parents is an employee engagement and satisfaction necessity.

In addition to the more-traditional work flex options discussed later in this article, employers may want to consider creative options, such as staggering employee shifts, rotating days or weeks of in-office presence with telework, and phasing in return-to-work starting with a reduced schedule and transitioning back to full-time. Working from Home with Kids? How to Manage the Impossible.

Juggling Child Care with Telework? Here Are Some Tips. Applicable laws should play a major role in the decision of whether to implement flexible work arrangements. Below are some legal issues to consider in terms of alternative work arrangements.

Equal employment opportunity laws mandate nondiscrimination in wages, hours, and other terms and conditions of employment. Accordingly, employers should take steps to ensure that all such arrangements are offered and implemented without discrimination on any prohibited basis.

Despite an organization's best intentions and nondiscriminatory business motivations, however, some groups of employees may reap more of the benefits of flexible work arrangements than others, simply because their circumstances make such options more attractive to them. As with all other employment practices, clear policies, consistent decision-making and careful documentation are needed to fend off possible discrimination charges. Employers must be mindful of both federal and state wage and hour laws in implementing flextime.

For example, if nonexempt employees are allowed flextime, it is especially important to track their actual work hours to ensure compliance with the Fair Labor Standards Act FLSA. Mechanical and computerized time clocks are valuable tools in this regard. State wage and hour laws may pose challenges to the use of flexible work arrangements, such as daily overtime requirements. See Managing Workplace Flexibility in California. See Are employees working a compressed workweek and paid bi-weekly entitled to overtime in the week they work over 40 hours?

Under the Employee Retirement Income Security Act ERISA , the "1,hour rule" makes employees who have completed 1, hours of service in a period of 12 consecutive months eligible to participate in any company retirement or profit-sharing plan that is offered to other employees. For plan years beginning after Dec. Eligible employees will have completed at least hours of service each year for three consecutive years and are age 21 or older.

Years of service prior to do not have to be counted; however, employers may choose to have more generous eligibility rules. Eligibility for most benefits for example, vacation, sick leave, medical insurance, retirement benefits, life insurance and most disability plans is at the employer's discretion under federal law, but may be mandated by state law. Employers should verify their compliance with any applicable benefits mandates, ensure that their policies clearly state the eligibility requirements for particular benefits and administer their policies consistently.

See Are we legally required to offer benefits to part-time employees? When an organization allows persons to work from their home offices exclusively or in addition to working from corporate facilities, a number of additional legal issues can arise.

Flexible Work Hours Agreement. Telecommuting Policy and Procedure. Temporary Telecommuting Policy. Short-Term Telecommuting Agreement. Flexible Schedule Policy. You will retain your superior employees.

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Employee Commute. Employee Empowerment. Employee Childcare Costs. Employers Gain Commitment. Business Improvements. Disadvantages for Employees. Disadvantages for Employers. By Susan M.

Because of flexible work schedules, employees feel a sense of support from their managers. And how expensive employee turnover can be. Studies show that flex workers tend to be more satisfied than employees who work regular jobs. Furthermore, flexible working hours ensure that the level of employee engagement remains high. Due to the job satisfaction that flexible work schedules provide, flex workers are more likely to stick around even during hard times.

If we take millennials into account, flexible work hours play a bigger role. For millennials, perks and benefits matter more than salary. Thus, in order to retain top talents, you need to get a bit more creative than the usual big fat paycheck.

Among benefits, flexible work arrangements are definitely one of the most important benefits you can offer. With the number of companies offering various benefits, recruiting is a hard job. This holds true for the millennial workers who place a lot of importance on flexibility.

Companies that are comfortable with giving employees flexibility are more likely to attract top talent. Moreover, many millennials prefer part-time workers, working from home, or a simply different schedule than the work hours.

All in all, by encouraging a flexible work schedule, you raise the chance of attracting talented people and even hiring them. The biggest aspect that takes a hit is the current mental health among employees. Such a work environment seems to have harbored high levels of stress among employees. A survey conducted by Kenexa High Performance Institute revealed that,. In comparison, only 20 percent of respondents with flexible work schedules felt the same way. Additionally, FlexJobs found that,.