Mg 311 Flexible Work Policy Paper

• (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

-Flexible workday guidelines to encourage people to start each day at whatever time is best

At the beginning of this year the company implemented a new work shift policy to keep up with the growth of the organization. The policy requires that employee’s in the production group work 12 hour shifts with 4 days on then 4 days off in a rotating manner. This means that at times some employee’s will be working on a

It states that I am required to work whatever hours the business needs, up to a maximum of 46 hours per week. The contract also includes my holiday entitlement and includes my statutory right under the Working Time Regulations 1998. It says the holiday year runs from 1st April to 31st March and a full year paid holiday entitlement allowance is 28 days for a full time employee or pro-rata for those doing less than 40 hours over 5 days per week. Bank holidays are mandate and deducted from this allowance. It explains how individual preferences for holidays will be met as much as possible but the needs of the business may need to take precedence.

I understand that, these policies may be changed at any time by Striggles Family Practice and the medical facility holds the right to change my hours, wages and working conditions at any time according to the need of the facility. These changes will be conversed through official notices. Only the President of Striggles Family Practice has the ability to accept any amendments to the policies in this handbook.

That said, you are to refrain from clocking in more than five minutes before your scheduled shift. There are now cameras monitoring the time clock, so if your time logging seems as if it’s being falsified, we will pull the video log. Also part-time workers may not log more than 25 hours weekly and fulltime workers may not log more than 40 hours weekly. Workers exceeding these hours without prior approval from management will be disciplined or even fired.

The report is based on responses collected from more than 1000 employers and 2000 employees, considered UK workforce only and was conducted in early January 2012. The report presents an in-depth view of the types of flexible working provisions offered by employers including part-time working, working from home, flexitime, compressed hours, career breaks/sabbaticals, mobile working, term-time working, secondments, annual hours and time off work in the community.

Flexibility is made up of numerous components however, within in the context of the workplace involves thinking creatively about how working lives can be better structured to match individual and business needs (Job Access, 2012). Following the review of penalty rate provisions, amendments to the flexibility clause were sought after with particular attention paid to the manufacturing industry. Greater flexibility was requested in the taking

Temporary workers are also are entitled to legal rights under the employment rights act (1996) and the Agency workers regulations (2010) such as: equal working conditions, holiday leave entitlement which is usually with the same amount of days as a fixed term/permanent employee pro-rata, the 48 hours a week working time regulations and the 12 week qualifying period”.

28 days holiday (paid) for full time employees (part-time employees would receive this on a pro rata basis);

Flextime is an alternative work schedule system where employees can modify the start and end of their work day. Studies have shown that these “flexible work schedules have positive effects on employee productivity, job satisfaction, and employee absenteeism” (Dessler & Chhinzer, 2017, p. 312). This concept shows validity in the assumptions made by Uber, which is that their employees value and prefer the flexible model that results from being an independent contractor. However, this evidence does not suggest that Uber cannot provide their drivers the entitlements of employees while still offering flexible work

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

There is a situation that employee complaint about the flexibility of the job schedule. There is a representative said that most of the job stress happen because they couldn't take absences certified when they need it. The supervisor should rearrange the job schedule of the shifting time and offer emergency leave to the employee when they needed. The employee’s job stress will reduce when there is more flexibility in the job schedule and offer the benefit of emergency.