Flexible scheduling is a policy where employees work a full day, but their working hours may vary. These agreements are usually set with specific guidelines, so there is a “basic working day”. Flexible schedules are usually agreed in advance with the employee and the employer or supervisor and a fixed range of start and end times is determined. As a general rule, the total working time is not affected by this Regulation. The written agreement provides for a reorganization of daily hours, but no more than 40 hours per week. While these agreements may be entered into without provincial authority, Manitoba Employment Standards may terminate existing agreements in the event of a problem and not allow the employer to enter into future agreements. Leave and sabbatical leave are authorized periods without loss of employees` rights. Paid or unpaid leave is usually granted for family, health, education or leisure reasons. Sabbaticals are usually paid (or partially funded) and take place regularly in addition to the holiday season. In some cases, self-funded vacation days are also possible if part of the employee`s salary is withheld and returned to the employee “as wages” during the period of unemployment. Establish application approval criteria.
Some ideas include possible benefits to the organization, possible disadvantages, requests from other members of the work unit, work tasks and whether they can be performed effectively with the new schedule, the level of staffing and supervision required at different times, the level of service that would be provided to clients, the schedules of other employees outside the work unit, with whom the work must be coordinated, etc. Job sharing occurs when two or more people share one or more positions or tasks. Before we begin, it should be clear how these agreements affect compensation, benefits and statutory holidays. It is very important that those who are in a job sharing agreement work effectively as a team and communicate well. Job sharing may be an option if there are only a few part-time jobs available in the company. Yes. The agreement must be in writing and clearly indicate the agreed working hours. It should also be noted that the agreement can be terminated by the employer or employee with at least 2 weeks` notice (or less if both agree). Under the following link you will find an example of an individual flexible schedule agreement.
First, planning and adjustments are needed to implement flexible schedules. Monitoring arrangements, appropriate staffing, communication and coordination, as well as the execution of work orders and performance management must be considered. Flexible scheduling requires planning. The more careful the planning, the more likely everyone involved is to see the benefits and the better the chances of success. Employee participation in planning, implementation and evaluation is strongly encouraged, as it can lead to better business decisions for the work unit. Like flexible hours, “Flexplace” is a work arrangement where employees can make adjustments to the way their work is done. Flexplace gives workers a greater say in planning their workday by allowing them to determine where they work. These work arrangements are common and popular among people with long commutes. Employees can choose to work less than the normal work week of 37.5 or 40 hours. These agreements may be entered into temporarily or permanently, depending on individual circumstances.
It may also be considered in some cases for employees with health problems or disabilities. Working hours can be negotiated, or they can be chosen to match peak working hours depending on the type of business. However, employee benefits and qualifications for government programs (such as Employment Insurance or pension plans) may be affected and should be thoroughly reviewed before starting. The demand for flexible hours is ____declined. In case of refusal, please describe why: flexible working time is a management tool, and the main consideration is always the need of the company, and the approval of an alternative work plan is at the sole discretion of the appointing authority. This is a privilege, not a right or benefit, and an approved schedule can be established or changed at any time. Put in place sanctions in case of abuse. Under what circumstances will the schedule be terminated? Examples of abuse include inaccurate timesheets or a persistent drop in productivity, suggesting that an employee is not working flexible work hours. Remember that in cases where there is no abuse, the agreement can be interrupted at any time. A compressed work week occurs when an employee works for long periods of time per day or shift in exchange for a day off. Employees can start earlier or finish later than the normal workday.
Compressed work weeks are often initiated by the employee, but sometimes the employer may initiate the option to improve operational efficiency, maximize production (reduce daily start-up costs), or set longer business hours that can improve customer service. No. The employee and employer may enter into the agreement without the authorization of Employment Standards. However, if there are problems, employment standards may terminate existing agreements and not allow the employer to enter into agreements in the future. A flexible hours agreement cannot be used to change the normal working hours of all employees. Employers must seek average approval from employment standards to change standard hours of work for the entire workplace or group of employees. For more information, see the Average Approval Datasheet. Flexible hours do not reduce the total number of hours worked in a given week.
Base hours are usually required when all employees need to be on site. The base period may vary depending on the requirements of the position and the operational requirements of the unit or department. Consider the relevance of flexible scheduling for the job holder, e.B. performance record, degree of independence, proven self-discipline and motivation, desire or ability to work longer. .