If the employee wants any changes in the schedule (this includes working overtime), he/she should first seek the permission of the concerned authority. The employee should always stick to the schedule of the flextime that is agreed upon.The schedule might shift the workload to others or create hindrances in their work by creating additional steps. Flextime of a worker should not adversely affect the productivity of the co-workers.Flextime of a worker should not affect his productivity.Terms to be fulfilled while managing a flextime schedule It may be reconsidered after a specific time, and that date has to be mentioned in the form.Īll the further re-scheduling and renewals need to be appropriately documented. The form must include agreements that are time-specific. The authority granting the flextime has every right to take it back if there comes any situation where the job needs demand its suspension or the employee’s productivity gets hampered.Īfter this trial, if the flextime schedule is agreed upon, there is formal paperwork involved for its approval.Ī Flextime Work Arrangement Form has to be filled. It is approved to be permanent only if it works well for the organization. #Flextime pros and cons trialWhen flextime is exercised at such places, the employees only need to complete their duties in the given period in their convenient time without any mandatory work hours.Īt first, this privilege is always exercised on a trial basis. Some highly progressive enterprises also refuse to consider work hours as a standard of productivity. Though it is expected that the employees complete the daily, weekly, or monthly set work hours, there are some jobs where work hours are not analogous to someone’s productivity.
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