flexible work schedule

Topics: Working time, Overtime, Employment Pages: 6 (1956 words) Published: July 18, 2015
Introduction
In agencies where salary and hourly workers are all employed, a move from nonexempt or hourly position to exempt or salary position is seen to be a promotion. Whether such a move is good or bad depends on employees’ expectations. Employees who seek such positions ought to analyze the benefits and drawbacks of such a move. For instance, it should be recognized that salaried workers do not qualify for overtime. The Fair Labor Standards Act states that hourly employees should be paid overtime. Therefore, it should be noted that employees who are moved from hourly to salaried category would no longer be paid overtime in their paycheck (Hayman, 2009). A salary is advantageous because workers are paid more compared to hourly employees. This makes them lack of overtime inconsequential, though not always. In addition, most salaried jobs have benefits, which hourly employees do not enjoy. These may include among others, flexible schedules, where they can make other appointments such as meeting the doctor without having to lose their pay. Further, salaried employees can work remotely. Salaried employees will be of greater help to the organization. Their job description will be broader, and will have to accomplish the whole job, with outcomes and goals that are less measurable, unlike those of hourly employees. In some instances, there could be a conflict of interest between salaried and hourly employees. Conflicts cause distraction when hourly employees have completed their tasks and salaried employees are yet to complete their daily activities at the workplace. Classification of Employees

Classifying employees as either hourly or salaried depends on the type of work done by the employees and their status as nonexempt or exempt. The federal government controls classification of employees. Hourly employees work for more than forty hours in a week and may be eligible to be paid. State laws are also responsible for regulating when an employee should be paid and at what rate. Employers have the authority to pay overtime as much as they can, to hourly employees. Federal hourly laws expect that employees will get overtime. However, some of the employees are said to be exempt in relation to overtime pay. Those who fall in the exempt category include managers, supervisors, and professional employees, who are salaried. Exempt employees work for the number of hours, which their job demands. In case they do not work hours, their salaries do not reduce. Days taken off are also not deductible. Therefore, an exempt employee has to be paid even when there is no work done. Exempt employees ought to be paid a specific minimum salary that is set by FLSA that is based on 2080 hours per annum (Kaplan, 2010). Flexible Schedules

Changing the hourly employees to salaried employees would allow for flexible schedules. A flexible schedule would allow the employees to work during hours that are different from the normal organizational working hours. In the case of exempt hours, employees are expected to work from 8.00 a.m. or 9.00 a.m. to 5.00 p.m. and 6.00 p.m., respectively. This gives forty working hours per week. In a workplace that is non-exempt, usually in industrial, warehousing, customer service, or production, flexible schedules depend on the interdependence that is needed in the workplace. The flexible schedule would also depend on the availability of the employee to cover the job and the hours required per day, to make a product or to serve the customers. With flexible schedules, employees are expected by their employers to work for the expected hours or more. In a flexible schedule, one is required to have either flexible star and stop hours or compressed workweek.

Four day work week
Three day work week
5/4-9 compressed plan
Basic Work Requirement
10 hours a day for 4
days each week   
One day off each week
Basic Work Requirement
13 hours and 20 minutes
a day 3 days a week  
Two days off each week
Basic Work...
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