||Alternative work schedules allow you to work several types of work weeks other than traditional 8-hour, 5-day a week schedules.
There are two categories of Alternative Work Schedules:
Flexible Work Schedules and
Compressed Work Schedules.
Both categories include several scheduling options.
Flexible Work Schedules (FWS) typically consist of two different types of time: core time and flexible time. Core time is a part of the daily schedule when all employees must be at work. Flexible time is the part of the schedule that can be adjusted.
FWS affords employees the opportunity to adjust their hours to accommodate commuting schedules or personal needs. There are two elements to FWS: Core time and Flexible time. The Core time is when all employees are expected to be at work. An example of core time is a company working 8 hour days with an hour for lunch might have core time set from 9:30 a.m. to 3:00 p.m. Flexible time might then be set at 6:00am to 9:30am. Employees select which time within this schedule they will arrive at work during the Flex time of the work day.
Typically, employees select and work a fixed schedule that does not change everyday. Also, FWS can be permanent or may be part of a rotating schedule in which hours change on a weekly, biweekly, or monthly basis.
If you have questions about Flexible Work Schedules, or are in need of additional information please contact us.
Compressed Work Schedules (CWS) allow employees to work full time, but in fewer days.
In organizations where Alternative Work Schedules have been widely implemented, most have experienced increased productivity, increased morale, trip reduction, operating expense savings, extended customer service hours, reduced tardiness and absenteeism and increased cost-effectiveness.
There are considerable advantages to both employees and employers for providing these schedules. Employees have more time for family, school and errands, without compromising productivity. Employers benefit from improved employee morale and by increasing availability of services because of longer work or manufacturing hours.
There are typically four types of CWS:
- Four Day/Forty Hour (4/40) Schedule
Employees work 10 hours per day, 4 days per week. This schedule is common for customer service type positions. Scheduling options might include:
- All employees work four consecutive days and the office is closed Friday.
- Half the employees work Monday-Thursday with Friday off and the other half work Tuesday – Friday with Monday off.
- Twenty percent of employees are off each weekday.
- Each individual chooses which day to take off.
- Nine Day/Eighty Hour (5-4/9)
Employees work 9 hours for 8 workdays and 8 hours for 1 workday during a biweekly pay period. Employees receive a day off biweekly. This is the most common work schedule for offices.
- The basic requirement is to work 80 hours over nine days.
- To ensure coverage, employees can be divided into two groups with off-setting days off.
- Three Day/Thirty-Six Hour (3/36)
Employees work three 12-hour days with four days off each week. While the work days are consecutive, they can be broken up depending on the nature of the work. These schedules work best for manufacturing and hospital nursing or emergency room situations.
- Other Variable Work Schedules
Some corporations, due to their unique industry, corporate culture or daily operations can offer variable schedules unlike those above.
Alternative work schedules work best in organizations where:
- employees need limited contact with other employees
- work operation can benefit from longer hours during the day
- work operation can accommodate reduced staff
For information about the alternative work schedules available at your work place, contact your Employee Transportation Coordinator. If you have questions about compressed work schedules, or are in need of additional information, please contact us.
Telecommuting/ Teleworking There are essentially two different telecommuting variations that either eliminate commute trips or reduce vehicle miles on the road:
- Employees work from home either one, two, or more days per week.
- Employees travel to a satellite office or work center not far from their home.
As traffic congestion becomes worse (and it will), more employers and employees are looking to telecommuting as a viable alternative to driving to the worksite. This is a very effective way to reduce commute trips on the road. Most important, in situations where telecommuting can apply, there is perhaps no better, more effective and cost efficient way to get the job done. The benefits of telecommuting extend to both employee and employer through reduced commute trips.
- Reduced commuting stress
- Reduced time loss, cost and frustration
- Increased flexibility in coordinating work and family activities
- Increased job satisfaction
- Improved quality of life
- Increased opportunities for disabled employees
- Increased productivity due to fewer distractions, more continuous work time, improved morale, etc.
- Decreased absenteeism based on the ability of the employees to work in spite of minor illness, car trouble, etc.
- Decreased turnover by increasing flexibility in accommodating employee needs
- Competitive advantage in recruiting
- Decreased overhead, office space
- Helps to meet commute trip reduction goals
Not tp mention, telecommuting benefits extend to the entire community:
- Reduced traffic congestion
- Reduced fuel consumption
- Improved air quality
- Supports freight mobility
- Reshapes land use patterns by moving the work to the worker
The Ideal Teleworker is:
- Highly productive
- Highly skilled and knowledgeable about their job
- Only moderately people oriented
- Well organized
- Can work independently
They must also have:
- Few distractions at home
- Supervisors who can manage without constant employee contact
For information about telecommuting opportunities at your work place, contact your Employee Transportation Coordinator. If you have questions about telecommuting, or are in need of additional information please contact us.