Flextime helps employee deal with non-work-related responsibilities or minor crises without losing work time.

Flextime helps employee deal with non-work-related responsibilities or minor crises without losing work time. still how will it help you? Remember, we are looking for win/win situations with flexible work arrangements.

Here are a certain of the reasons Olmsted and Smith give for flextime:

* Improve scheduling. Using employees' prioritys for earlier morning or later afternoon hours can allow for an extension of coverage of service hours. This can be particularly helpful in operations that must take account of different time bands or are interested in providing stretch outed hours of service to customers.

* Improve productivity. Improved employee performance and improved scheduling because "morning" and "evening" population get to work during the best part of their day account for a great deal of of the increased productivity.

* Improve quality of the workforce. Flextime is a proven way to attract and retain quality employee Since its origin in the 1970 it has been an extremely popular option with all employee particularly those with family responsibilities.

* change into employee stress and build commitment. At the core of the company's flextime program is a recognition that employee are better workers when they have more choice through the whole extent of how they schedule their work and personal time.

* contract paid absences and tardiness. Shorter workdays resulting from commuting tardiness or unexpect crises (eg a dead car battery) are no longer a problem

Personal time and single-day absences also decrease; laundry pick up getting to a bank, and other personal business can be handled within the parameters of the flexible schedule.

Managers also report les clock watching. Employee onward flextime seem to focus more forward tasks than on time of day.

In their main division Olmsted and Smith address managers' touchs about flextime:

* "Everyone will be coming and going when they please. to what extent will we be able to master the work done?" In practice, greatest in quantity employees do not vary their schedules long when given the opportunity to do in the way that And day-to-day flex of either an individual or the form into groups can be limited if it experiences disruptive.

* "Won't I have to work longer hours in order to supervise everyone onward flextime?" Some managers think they must be on-site during the entire time employee are in the workplace, unless this is clearly not the way to manage flexible schedules. Managers have to think of themselves as a resource for their employee rather than an superintendent and to delegate or rotate more [i]or[/i] less of the oversight responsibility.

* "What do I do if employee result in late or leave early without making up time?" If employee abuse the method they can be required to revert to a standard schedule.

As you think about flextime, among the issues you should consider:

1 State and federal labor laws. What purport will existing legislation have in succession the proposed flextime program?

2 Company workday and work-week. What are the organization's operating hours? Normal workdays?

3 Core time. What hours of the workday or shift will be considered core, when everyone is rely uponed to be on the job?

4 Eligibility. If undivided of the reasons for introducing flextime is to boost morale and commitment, then eligibility should be as broad as possible.

5 standing of flexibility. Within the established parameters, to what extent much choice will employees have.

6 duration of individual work day. about companies do not require employee to work an eight-hour day. In like cases, the core time may constitute the minimum workday period. A not many states mandate eight hours as the maximum longitudinal dimensions of the workday, so you ne to check state regulations.

7 fulness of individual workweek. Can hours be carried across into another workweek? Are there minimum and maximum numbers of hours that an employee can work within a seven-day period? (State legislation may already establish this, and federal 40-hour legislation applies to all nonexempt employees)

8 Carryover hours. If your state does not have legislation prohibiting workdays longer than eight hours, will employee be allowed to bank hours? Within what time limits: a week, a pay period, or something else?

9 Coverage and work come How will you ensure that regular coverage continues and, if possible, is enhanced?

10 Accountability. in what way will employee performance be monitored? The answers to the monitoring question range from electronic time accumulators to memo ledger to honor systems

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MANAGER'S CHECKLIST: WOULD FLEXTIME HELP YOU MANAGE BETTER?

----- Do about employees prefer to come to work early while others pick out to work after closing hours?

----- If your work clump or department has to communicate with clients or employee in different time belts would expanding the range of hours that employee are working facilitate this?

----- Is tardiness or absenteeism a moot point in your department?

----- Are the accidents of transportation, particularly during commuting hours, congest in your community?