Overview: One type of special work arrangement allows for flexibility in the scheduling of working time. Alternative work schedules may include a flextime arrangement, which specifically defines "core hours" (hours during which the employee must be at the workplace) and allows workers to vary the workday's start and end times.
In addition, workers may elect to work a compressed workweek. For example, an employee will still log 40 hours per week, but instead of working five eight-hour days, the employee works four ten-hour days. Another popular arrangement is the "5-4-9" compressed schedule: employees work nine-hour days every workday, and have every other Friday off.
Supervisors may also make special arrangements with respect to shift and break schedules. However, employers must ensure that any applicable external legal requirements, e.g., Fair Labor Standards Act (FLSA) requirements, are met.
Trends: In addition to federal requirements under the Affordable Care Act (ACA), a growing number of states impose lactation break requirements for employers. In fashioning an employee's alternative work schedule, employers should bear in mind not only the amount and frequency of breaks to which the employee may be entitled, but also if there exist any associated employee privacy requirements (such as providing a private area in which to express breast milk).
Author: Marta Moakley, JD, Legal Editor
XpertHR's Financial Services Resource Center for HR helps financial services employers handle their most challenging employment issues by bringing relevant resources together in one place for easy access.
Best Buy Co, Inc., the Minnesota-based consumer electronics retailer, announced on March 4 that it will discontinue its workplace flexibility program (known as the Results-Only Workplace Environment or ROWE) for corporate employees. Best Buy's actions mirror those of the Silicon Valley-based Yahoo! Inc. in late February.
California's new workers' compensation legislation has gone into effect. This piece highlights some of the major changes and discusses the changes in the broader context of workers' compensation from an HR perspective.
Family Responsibility Discrimination (FRD), also referred to as caregiver discrimination, is a hot topic these days. Although being a caregiver is not a protected class under federal law, employees may have a valid sex stereotyping claim under Title VII or an assocation discrimination claim under the Americans with Disabilities Act. To effectively manage employees with caregiving responsibilities, a prudent employer should follow the steps in this How To.
This briefing for supervisors examines the law and best practices for managing job sharers, including enforcing job sharing, monitoring performance and evaluating job share requests.
This section of the XpertHR best practice manual discusses the importance of flexible working, the issues involved in drawing up an organizational policy and the main types of flexible working.
Employment glossary definition of Alternative Worksite.
Employment glossary definition of Compressed Workweek.
Employment glossary definition of Flextime.
Employment glossary definition of Hot-Desking.