Flexible Work Schedules
Flexible Work Schedules
What are we really trading to get them?
Flexible work schedules are very prevalent in our workplace today. Many employees have benefited from this recent concept but the long term effects on the workplace far out weigh its benefits. In this paper, this will be analyzed, along with the definition of flexible work schedules, the history of those schedules in the workplace and what type of employee has access to flexible work schedules, do they really have a future? Does every employee truly benefit from a flexible work schedule?
Definition and History of Flexible Work Schedules According the Office of Personnel Management, an agency or organization may implement for its employees an alternative work schedule (AWS) instead of traditional fixed work schedule (40hrs per week, 8 hours per day). Within the rules established by the agency or organization, AWS can enable employees to have work schedules that help the employee balance work and family or personal responsibilities. There are two categories of AWS: flexible work schedules and compressed work schedules. The basic flexible work schedule concept is a simple one. A flexible schedule splits the work day into two types of time: core time and flexible time. During the core time all employees must be at work. Additional periods of flexible time are established during which the employee has the option of selecting and varying his/her starting and quitting time within limits set by management for the organization or agency. The two requirements of any flexible work schedule program are: (1) each employee must be present during core time, and (2) the employee must work the number of hours for which he/she has contracted. An example of this would be a 40-hour week in the case of a full-time employee, or a lesser number of hours for a part-time employee. Beyond these minimal requirements, the precise working hours can be established in whatever way is consistent with accomplishment
What are we really trading to get them?
Flexible work schedules are very prevalent in our workplace today. Many employees have benefited from this recent concept but the long term effects on the workplace far out weigh its benefits. In this paper, this will be analyzed, along with the definition of flexible work schedules, the history of those schedules in the workplace and what type of employee has access to flexible work schedules, do they really have a future? Does every employee truly benefit from a flexible work schedule?
Definition and History of Flexible Work Schedules According the Office of Personnel Management, an agency or organization may implement for its employees an alternative work schedule (AWS) instead of traditional fixed work schedule (40hrs per week, 8 hours per day). Within the rules established by the agency or organization, AWS can enable employees to have work schedules that help the employee balance work and family or personal responsibilities. There are two categories of AWS: flexible work schedules and compressed work schedules. The basic flexible work schedule concept is a simple one. A flexible schedule splits the work day into two types of time: core time and flexible time. During the core time all employees must be at work. Additional periods of flexible time are established during which the employee has the option of selecting and varying his/her starting and quitting time within limits set by management for the organization or agency. The two requirements of any flexible work schedule program are: (1) each employee must be present during core time, and (2) the employee must work the number of hours for which he/she has contracted. An example of this would be a 40-hour week in the case of a full-time employee, or a lesser number of hours for a part-time employee. Beyond these minimal requirements, the precise working hours can be established in whatever way is consistent with accomplishment
Cited: Beers, Thomas M. “Flexible schedules and shift work: replacing the ‘9-to-5’ workday? Monthly Labor Review, June 2000, pp 33-40. Hamermesh, Daniel, “The Timing of Work over time,” Economic Journal, January 1999, pp. 37-66. Hecker, Daniel, “Work more, earn more? How hours of work affect occupational earnings,” Occupational Outlook Quarterly, Spring 1999, pp. 10-23. Presser, Harriet B.; Cox, Amy G., “Work schedules of low educated American women and welfare reform,” Monthly Labor Review, April 1997, pp. 25-34. U.S. Office of Personnel Management, Handbook on Alternative Work Schedules. December, 1996. U.S. Department of Labor: Bureau of Labor Statistics. “Incidence of flexible work schedules increases.” Monthly Labor Review, September 1999. Flextime plan. (2006, June 4). In Wikipedia, The Free Encyclopedia. Retrieved 14:52, June 4, 2006, from http://en.wikipedia.org/w/index.php?title=Flextime_plan&oldid=56825231. Fair Labor Standards Act. (2006, March 19). In Wikipedia, The Free Encyclopedia. Retrieved 14:54, June 4, 2006, from http://en.wikipedia.org/w/index.php?title=Fair_Labor_Standards_Act&oldid=44452155 AFL-CIO. (2006, May 21). In Wikipedia, The Free Encyclopedia. Retrieved 14:55, June 4, 2006, from http://en.wikipedia.org/w/index.php?title=AFL-CIO&oldid=54351061.