Alternative Work Schedules Introduction Alternative work schedules are any of a wide array of work structures that alters the time and/or place that work gets done on a regular basis. These arrangements include flexibility in the scheduling of hours worked such as flex time and compressed work weeks, and arrangements regarding shift and break schedules, the amount of hours worked such as part time and job sharing, and the place of work such as working at home or a satellite location. Flextime schedules are based on a worker's needs set within an approved set of parameters. For example a worker must might be required to worker a core number of hours such as 10:00 am to 2:00 pm daily but have the capacity to adjust arrival and departure times or work from a set time on certain days such as Monday, Wednesday, and Friday and another set time on Tuesday and Thursday. Another scenario might have the number of hours defined, however the start and end times may vary on a monthly, weekly, or even daily basis. A worker may have the ability to work longer hours on one day to compensate for shorter hours on another, or work nights in order to better meet client's needs. These arrangements may be modified to include situation where the worker is working, but not present at the work site such as telecommuting for some portion of the week. In a compressed time workweek workers work the full time but in less than the traditional five day work week by increasing daily hours worked.
• (Flexible Work Schedule Policy) (Flextime) Techfite will permit supervisors within reason to adjust current start and leave times of the workplace and is line with our culture of workplace collaboration.
If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for
Before introducing the workplace issues related to the development of four-day workweek, a clear definition of this schedule is needed. According to Department of Labor (n.d.), “A workweek is a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods. The workweek does not have to coincide with the calendar week, but instead it may begin on any day of the week and at any hour of the day.” It might be the “four-day, 32-hour workweek – more leisure, less work” (Wernette 1), or the “three-day, 40 hour, compressed work week” that Vega
Employees have no guarantee of working hours, and can be called upon as and when required.
Our organization flexible work policy outlines the requirements for the individuals who needs to change their work contract to be different working hours, days or weeks than previously stated.
Flexible work arrangements allow workers opportunity for flexible hours, ability to work from home, job
The scheduling of hours of work is undoubtedly one of the major social problems of industrial society. Statistic estimates that 30% of Canada's workforce are involved in some kind of shiftwork. Of those, 33% work irregular shifts, just under 30% work rotating shifts, 17% work long term evening shifts, 10% work on call, 3% work split shifts, 3% work long term night shifts and just over 3% are classed as "other". Present estimates tell us that before the trend slows, fully 35% of the workforce will work some type of shiftwork (Siroonian 123). Companies are feeling the need to maximize their efficiency by spreading their operating costs over 24 hours. However, on the other hand, working other than the standard
Schedules are developed by-weekly and post it at a reachable place. The hours and schedules are subject to change according to our practice necessity. In this case, the employee will be notified.
Flexible hours, you can leave early or call in sick depending on the circumstances, which favours several lifestyle
Flexible work arrangement refers to alternate arrangements, schedules, and locations from the traditional working day, week and location. By offering flexible work arrangements, employees of the Jones Bank of Canada can choose/tailor flexible work arrangements that best meet their individual or family needs. Canadian Centre for Occupational Health and Safety (2015). With the advent of technology, new social values, globalization and more interconnectivity, the traditional idea of what work is and what it entails is
The 4 day work week is not a new idea. It is one that has had its share of controversies over the years. Introduced in the 1970’s the idea of the 4 days work week has been making a comeback as of lately. There are several issues to look at here. One of the main statements in regards to it is that productivity will decrease because of fatigue. A 10 hour work day is too long. On the flipside, another of the main issues pointed out by proponents is that productivity will increase because you will have a workforce with higher morale. In this paper, we will discuss
Approved starting 6 September 2017, being off on the second Friday of the pay period.
Businesses should evaluate their flex work arrangement on a regular basis. As the bar graph shows above, company that doesn’t offer flexible work arrangement has
In Atkinson and Meager’s model of flexible firm, there are 5 different types of industrial flexibility that a company and the human resources department focus on when deciding to choose if they want to allow their employees a flexible schedule or keep them working their normal 8 hour
Flexible working is the name given to any type of working pattern which is different from your existing one.