Flextime maneger free#

If you are considering implementing this practice, it will probably have to be partial, as some employees cannot work for ten hours a day and remain productive. That is to say, this isn’t a realistic option if the nature of your business doesn’t allow for longer shifts. This means that, if we are looking at a standard 40-hour workweek, your employees will be working for 10 hours Monday through Thursday. Friday) are divided among the other 4 days. In the latter case, the working hours from the fifth workday (i.e. While some companies have the means to reduce the total number of working hours per week, others can’t afford this luxury. Usually, this means having Fridays off, but other possibilities are available as well. Condensed WorkweekĪ condensed workweek means the employees will be working for 4 days with a long weekend each week. Flextime challenges the efficiency of this arrangement and offers different solutions. The most common type of workweek accounts for 5 days of work and two days of rest.

Adapting the WorkweekĪgain, we are starting with the usual understanding of the workweek. In contrast, the employees who like to sleep in will be able to do so, have their coffee, exercise, or simply take some more time to wake up while still handling their tasks.

Flextime maneger free#

The ‘’morning people’’ will be able to get in earlier and have their free time. Others, on the other hand, want to start their workdays as early as possible and dedicate the rest of their day to other activities.īoth cases can greatly benefit from sliding working hours. On one hand, many people aren’t fully awake by nine AM and need quite some time to start working. However, this time frame has nothing to do with following a person’s optimal work rhythm. These eight hours have become the staple of the modern workplace. Most people’s first thought when it comes to working hours is 9 to 5. The workdays start when the employee clocks in and last the usual amount. This means setting up the earliest and latest points in the day when an employee can start working. There are many companies that allow ‘’sliding’’ working hours. So you may be wondering why introduce this practice in the first place. The number of hours doesn’t change in most cases, and neither does the amount of required work. The most common examples of flextime includeįlextime most often refers to the business practice of allowing your employees to start and end their workday at different times. Flextime encapsulates many of these practices, albeit taking this approach a step further, most often reducing the time the employees spend in offices. Many workplaces have realized this and are encouraging their employees to practice time blocking or other methods that will allow the employees to follow their rhythms. It is well known that people have different work rhythms. This article is going to explain everything an employer needs to know about this practice. If you want to learn more about flextime and see whether it would fit your company’s culture, you’re in the right place. It has become one of those buzzwords used to attract a younger workforce, and more and more employers are seeing its benefits and flaws. This way of working has been known since 1970s but has begun gaining traction in the last few years. Flextime is quickly rising in popularity in many companies.