Many organizations that offer telework also have flex-scheduling. However, if your organization is not ready to offer teleworking you could consider adding flexible work schedules as a benefit. Flex-schedules allow employees to schedule work days around personal and business needs. Not every position may be the right candidate, but many positions are open to some degree of flexibility. Keep in mind, the flex-schedule needs to meet the business needs of the organization first.
Options are available for flexible working hours.
- Employees continue to work five
days a week for eight hours a day but are allowedto start earlier or later. This could even vary daily, but supervisors and employees need to agree on a set schedule and not change unless they have permission.
- Employees work eight 10-hour days every two weeks. Typically, employees are not allowed to work over 40 hours per week; therefore, employees have one day off a week with this schedule.
- Non-exempt employees work nine days out of ten in a two-week pay period, but their workweek is structured in a way that they work no more than 40 hours in either week. (Exempt employees are not held to the same standards.) Non-exempt employees work eight 9-hour work days and one 8-hour day per two weeks with one day off. In order to comply with Fair Labor Standard Act (FLSA) overtime standards the workweek would begin at the middle of the 8-hour workday so that no more than 40 hours are worked each work week (1pm on a Friday). Additionally, the eight-hour day and the day off must be on the same day of the week (off the Friday of the first week, and 8-hour workday the second Friday).
- Workweek (Defined by Department of Labor/FLSA): A workweek is a period of 168 hours during seven consecutive 24-hour periods. It may begin on any day of the week and at any hour of the day established by the employer. Generally, for purposes of minimum wage and overtime payment, each workweek stands alone; there can be no averaging of two or more workweeks. Employee coverage, compliance and wage payment requirements, and the application of most exemptions are determined on a workweek basis.