flexi working hours

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Flexible working

What is flexible working? The term describesa range of employment options designed tohelp employees balance work and home life.

Why use the term flexible? It is because flexible

working relates to working arrangements where

there are a variety of options offered to employees

in terms of working time, working location and the

pattern of working.
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Amongst the most popular flexible working

practices are the following :

Part-time working

Term-time working

Working from home

Job sharing

Annual hours contracts

Shift swapping

Mobile working

Flexitime


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Of the options listed , by far the most popularin the UK currently is part-time working. 86% of

businesses surveyed by the CPID in 2007 offered

part-time working options. Job sharing, flexitime

and working from home are also increasinglypopular.


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A recent study by the Joseph Rowntree Foundationfound that flexible working practices were most likely tobe found in the following situations:

In large organisations and businesses

In public sector organisations

Where the business does not operate in a highlycompetitive industry

Where there are recognised unions

Where there is a well established HR function

Where there is high employee involvement in decision-making

In workforces with larger proportions of women Where there is a highly educated workforce who has a

large amount of discretion in organising work (e.g.professions, creative industries)


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Flexible working hours A system of flexible working hours gives

employees some choice over the actual times

they work their contracted hours. Such a system

can be a good way of recruiting and retaining

staff - since it provides an opportunity foremployees to work hours consistent with their

other commitments (e.g. child care).

Most flexible working hours schemes have aperiod during the day when employees must be

present. This is known as "core time". A typicalcore time would be 10 00 a.m. to 4.00 p.m.


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Other than the core time, employees maychoose when they start and finish workwithin flexible bands at the beginning andend of each day. These bands are typically08:0010:00 and 16:0018:000. However,there is wide scope for variation depending

on the core time, the hours the work place isopen and the nature of the business.

Some schemes also have a flexible band

during the middle of the day so thatemployees have some choice over the timethey take their lunch break.

H i d fl ibl


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How to introduce a flexibleworking hours scheme

The introduction of a flexible working hoursscheme requires care and needs to be carefully

planned by all those likely to be affected. The

working party should consider:

Whether the scheme is to be voluntary or

compulsory

What type of recording system should be used

(eg: manual, clocking or computerised)


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How flexibility should be built into the bands

How sickness, absence and late attendance

should be treated

Arrangements for managing and monitoring

the scheme (e.g. monitoring the effect on

production or customer service levels).


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ADVANTAGES

Employees have greater freedom Can make travelling easier (e.g. avoiding

commuting during the normal rush-hour)

Improved morale and reducing absence

and lateness Reduction in overtime and less lost time

since long lunch breaks or late arrivals arenot recorded as time worked With flexiblework schedules.

Flexibility to meet family needs, personalobligations, and life responsibilities

conveniently.


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Allows people to work when they accomplish

most, feel freshest, and enjoy working. (eg.morning person vs. night person).

Increased feeling of personal control over

schedule and work environment. Reduces employee burnout due to overload.

Extended hours of operation for

departments such as customer service.


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DISADVANTAGES

Costs involved in administering the scheme.

If the premises are open longer, there may be

increased costs for lighting and heating

Employees will not be in work at certain timesand therefore it may not be suitable for

organisations where continuous cover is

necessary. Punctuality is no longer in need of being

watched


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Will staff be available when needed?

How can we be sure that will can be

available when needed?

Lack of supervision during some work

hours. If the scheme is not monitored properly,

there is potential for employees to abuse the

system.


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Examples

IBM is well known in the industry for its focus

on work life balance for employees. Not

surprisingly for the nineteenth year in succession

IBM has featured in the 'best companies' list ofvarious magazines, including Working Mother.

In the United Kingdom, flexitime working is

commonplace in both the private andpublic sectors.


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PrinciplesA flexible working hours policy would

normally be guided by the following basic

principles.

Access to flexible working hours

Focus of flexibility

Core times

Record keeping

Limits

Operational issues


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flexi working hours

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