Using Flex Time

Learn everything you need to know about using flex time policies at your company

With the number of companies now offering flex time, many employees perceive the arrangement to be, not just a work incentive, but an actual job requirement. In order to maintain a competitive position in the marketplace, it is very important that business owners consider implementing flex time policies. For many companies, however, the thought of flextime in the workplace is quite scary. However, with the right tools and information, the process that be implemented fairly easily.

Managing flex time is much easier that it may first appear. There are no set hours for flextime and a company does not have to meet any legal requirements in order to offer it to their employees. As a result, flex time proposals can be made at any time and for any type of company. Before rolling out flex scheduling, however, it is important to address the key concerns:

1. The specific hours and days that need employee coverage.

2. What criteria your employees must meet in order to participate in flex time.

3. A specific flex time policy. Although it's important to remain fair, certain positions may be unable to use flex type.

 

Evaluate employee productivity to determine set hours for flex schedule

For a flex time policy to work well, it's important for companies to make sure there is adequate coverage during peak hours. In order to do this, you'll need to know which days and what times tend to be the busiest and therefore need your attention.
Try: Before implementing flextime, make sure your productivity expectations are reasonable. Use reporting from Argent Global to determine accurate times for specific job duties and gain insight on areas in need of improvement. Once this information is known, you can use that data to determine your scheduling needs, or what specific times and days employees must be available (between the hours of 11 a.m. – 3 p.m., for example). Use a scheduling management tool to ensure appropriate coverage each week. Schedule Anywhere is an easy-to-use program that can be accessed from any computer via an Internet connection.

Consider offering other options to employees who are not eligible for flextime in the workplace

For employees whose job duties do not allow them to participate in flextime, the implementation of such a policy may seem unfair. It's important to remember that flextime is commonly used as a way to improve overall employee morale - not the morale of a few employees.
Try: Check out alternatives to flextime. Compressed workweeks are favored by many employees and may be an easy solution to your needs. Commuter Challenge provides example schedules and info on how to implement a compressed workweek. For honest feedback, you may want to distribute anonymous employee surveys. NBRI provides customized employee opinion surveys that can help you determine the appropriate alternative.

Amend your employee guidebook to include all flex time information

Avoid future problems by documenting a specific flextime policy. This gives your employees something to refer to should they have questions and protects your company from legal issues.
Try: HR.BLR.com offers customizable forms to help you update your employee handbook to include a flex time policy. Once you update your handbook, make sure you have all employees sign a form acknowledging their understanding of the issue. Check out the Employment Law Advisory Network for a sample acknowledgment form and to learn more about why it's needed.

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