Flextime is a flexible hour schedule that enables employees to alter the starting and end time for their workday. It involves re-structure and re-design of the traditional work schedules so that the employees can work daily hours, which are different from the regular office work hour schedules. When all employees are at a workplace, fixed scheduled hours are always required. Flextime does not reduce employee’s total number of hours in a workplace since employees will still work the same number of scheduled hours. Hyatt & Coslor (2018) states the aspects of employees' personal lives may conflict with the standard work hours in a workplace; therefore, employees may appreciate being able to follow a flexible schedule. Flex time policy may come with several options. The most common form of flextime is that of a fixed program where the employees work the same set of hours each day but vary from the regular business hours in the office (Hyatt & Coslor, 2018). The other options include a daily flex-schedule where employees can set their work hours within limits established by the employer. The compressed workweek form is where a full workweek is completed in less than five days by increasing the working hours per day. Finally, 5*4 worksheet; is where four days are worked in a week and five days in the next week for a total of 80 hours. Kossek & Lautsch (2018), state that developing a flextime policy at work has to be requested and approved. To deliver a workable flex-time policy, an employer has to contemplate on different aspects such as the factors to consider when developing a flex-time policy, planning a flex-time policy, and the advantages of developing a flex-time policy.
Factors to Consider when Developing a Flex-Time Policy
Developing a flex-time policy needs various considerations for it to be a success. The employer has to consider different factors carefully. There are factors to consider when developing a flextime policy at work. They include space considerations, staffing patterns safety issues and the operational needs in a workplace (Gerstel & Clawson, 2018). In the event where more employees have requested for the policy than the departmental unit, the department can respond to the request that is consistent with the guidelines in ways that are fair to the employees. Gerstel & Clawson (2018) states that flextime for employees should not affect the workload and productivity of the employees negatively either by creating delays in the workflow or shifting burdens. The employees are supposed to understand how the flexibility of the workplace functions. The eligibility of the employees should also be considered. Flextime may not be applicable for all employees, all positions or in all settings.
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Responsibilities should also be considered. The employees are supposed to complete a flexible work arrangement form. The employees have to work the hours agreed upon and obtain approval from their employer in advance of working any overtime. The employer, therefore, has to maintain open communication, and also ensure that the employee’s hours of work should not reduce and should discuss with the employees any concerns, which may arise. Successful flextime policy serves both the need of the employee and the employer. The focus is always directed to the job performance and meeting the workplace demands, including the extended hours of operations. Employees are expected to follow the principles of managing flextime management. Hyatt & Coslor (2018) states that the manager should consider weighing schedule cost and benefits while Gerstel & Clawson (2018) indicates that a manager should consider focussing on a social process that shapes the schedules. In conclusion, determining what factors to consider when developing a flex-time policy is crucial because it will lead to the success of the policy.
Planning for a Flex-Time Policy
Developing a flex-time policy requires careful planning. If it is planned carefully, the department will most likely see the benefits and better the chances of success. Hornung (2018), highlights that developing a flex-time policy in a workplace requires effective planning. It has to be carefully planned to see the benefits and better the chances of success. The employees are encouraged to be more involved in the planning, implementation, and evaluation of the policy because it can lead to better decisions for the business. First, a plan has to be developed. The employer should consider all the aspects and the potential impacts on the work unit. The employer should examine the work culture, the operational needs and the nature of the business to determine whether the flextime is feasible. The employer should also consider if the flextime is appropriate for the employee. Secondly, the selection criteria should be developed. The employer has to determine the factors to consider when making the decisions on the employees’ requests (Hornung, 2018). This includes establishing the criteria for approving requests, establishing the ways to break the ties for requests and also establishing a sanction for abuse.
The employer will have to approve the request if it will be favorable for the business by creating benefits to the business. Also, the employer will also determine the circumstances under which the policy can be terminated. Submission of a written request to the employer has to be submitted containing the specific schedules required. The employer then has to communicate and decide whether the policy has been approved. Hornung (2018), states that particular arrangements have to be documented while Kossek & Lautsch (2018) articulate the investigation of a range of measurement approach and theory regarding work. In conclusion, planning, implementation, and involvement of employees are highly encouraged because it can lead to better decisions for the department.
Benefits of a Flex-Time Policy
The purpose of developing a flex-time policy at work is to create flexible conditions that assist employees to balance their work and their personal life more effectively. Developing a flextime policy will have various benefits both to the individual employee and the work performance as well. It will improve productivity at work. Flextime will enable employees to have control over their work environment and so feel satisfied with their work. Since employees will be satisfied and have an increase in their moral, there will be more productivity. Flextime may also create more efficiency and quality of service. This is because studies show that employees who are satisfied with their work and its environment provide better customer service hence improving customer services and satisfaction. Flextime policy at work may lead to better and improved work organization. The time schedules must be carefully planned to fit the workforce to productivity (Spieler, Scheibe, Stamov-Roßnagel, & Kappas, 2017). Periods of peak activity and idle time will be managed so that more work can be done in the same number of hours.
Flextime policy will lead to better use of work equipment. With flextime, congestion at work and the office machines will be reduced; therefore, additional charges will be avoided. It will eventually eliminate tardiness. Whenever an employee comes late to work, time can sometimes be created during the work week. In that case, employees can set their own start time to fit their schedules so that the employer can take advantage of his or her employees' peak time. Paid leave will reduce when flextime policy is developed (Spieler, Scheibe, Roßnagel, & Arvid, 2017). Flextime enables employees’ have more time to schedule their issues during convenient non- work time instead of taking a leave. For example, time can easily be made up of non-work related appointments; therefore, the employer does not lose productivity due to downtime. Flextime policy will also create a competitive edge (Spieler, Scheibe. Roßnagel, & Arvid, 2017). It can increase the number of qualified applicants who might not be available or those who are willing to consider the state jobs. It will help retain valuable employees since they can adjust their hours to meet their personal needs instead of requesting for leave or resign.
Congestion in parking lots and traffics will also be reduced. The employees' number of commuting trips will be reduced and when they have to commute it will be during non-peak hours. Services and image of the work environment will be improved. The employee can keep the office open for more hours hence creating access to services by the public and also creating an enhanced image for the agency. Spieler et al. (2017), highlight that the flex-time policy will also lead to better management practices. This is because time will be scheduled more efficiently. For example, visits, phone calls, and meetings may be scheduled during core hours. Work that requires more concentration will have a quieter time created for it to be tackled. Also, flextime policy will create no-cost option (Spieler, Scheibe, Roßnagel & Arvid, 2017). This is because the work environment can be improved at no cost. In some cases, the overtime can be reduced through improved scheduling and work planning while increasing hours of service.
Finally, developing a flextime policy at work will help better managers. Managers can become more active through greater employee participation, good relations, higher productivity and quality service and many more. Through this, the managers can practice different skills and also enhance his reputation as a good manager. Spieler et al. (2017) states that managing flexible hours is beneficial for the wellbeing, health, work-life balance, as well as job performance and satisfaction while keeping absenteeism while Hornung (2018) states that flextime contributes to effective wellbeing and also creates goal completion.
In addition, developing a flex-time policy may also have various downsides. Hornung (2018) indicate that flex time isn`t for every employee. The downside includes; the policy may be time-consuming, it may complicate the daily business operations, and also an employee may lose the sense of `family. In brief, a flex-time policy has many advantages than disadvantages; therefore, developing a flex-time policy is appropriate and beneficial to the employee.
In a nutshell, when developing a successful flex-time policy, an employer has to consider various business factors. The paper has depicted that proper planning is vital for an effective flex-time policy. It makes the implementing a flex-time policy more of a success than a failure. Consequently, the consideration of the factors affecting the implementation of a flex-time policy is relevant in delivering a workable plan. Finally, this policy provides many benefits to an organization coupled with several drawbacks, which the management should focus to avoid. For instance, the flex-time policy will favor the employees, thus, making schedules more flexible. The benefits offered by the flex-time policy enhance the provision of a convenient environment for business growth.
References
Gerstel, N., & Clawson, D. (2018). Control over Time: Employers, Workers, and Families Shaping Work Schedules. Annual Review of Sociology .
Hornung, S. (2018). Idiosyncratic Deals at Work: A Conceptual and Empirical Review. In Eurasian Business Perspectives (pp. 265-281). Springer, Cham.
Hörning, K. H., Gerhardt, A., & Michailow, M. (2018). Time pioneers: Flexible working time and new lifestyles. John Wiley & Sons.
Hyatt, E., & Coslor, E. (2018). Compressed lives: how “flexible” are employer-imposed compressed work schedules? Personnel Review , 47(2), 278-293.
Spieler, I., Scheibe, S., Stamov-Roßnagel, C., & Kappas, A. (2017). Help or hindrance? Day- level relationships between flextime use, work–nonwork boundaries, and effective well- being. Journal of Applied Psychology , 102(1), 67.
Kossek, E. E., & Lautsch, B. A. (2018). Work–Life Flexibility for Whom? Occupational Status and Work–Life Inequality in Upper, Middle, and Lower Level Jobs. Academy of Management Annals, 12(1), 5-36.
Spieler, I., Scheibe, S., Roßnagel, S., & Arvid, K. (2017). How to reap the benefits of flexible work time. LSE Business Review .
