Creating a flexible workplace: how to select & manage alternative work options

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The CIPD and the Equality and Human Rights Commission have collaborated on a number of short videos for employers who have signed up to the Working Forward Campaign to support pregnant women and new mothers at work. UK - Flexible working. Acas — The right to request flexible working.

Working Families. Working Forward Campaign. London: Acas. York: Joseph Rowntree Foundation. London: Working Families. Human Resource Management. Reviewed in In a Nutshell, issue People Management online. Human Resource Management Journal. Vol 28, No 1, January. CIPD members can use our online journals to find articles from over journal titles relevant to HR. Members and People Management subscribers can see articles on the People Management website. This factsheet was last updated by Lisa Ayling, solicitor and employment law specialist, and Claire McCartney.

For the last two years she has been running her own research and consultancy organisation. She has also conducted research into meaning and trust at work, age diversity, workplace carers and enterprise and has worked on a number of international projects.

Flexible working practices

She is the author of several reports and articles and regularly presents at seminars and conferences. Claire has also worked with a range of clients on tailored research needs. Home Knowledge hub People management fundamentals Managing the employment relationship Flexible working Flexible working practices. Take-up of flexible working in the UK and equality of access The potential benefits of flexible working Implementing flexible working practices The UK legal position Useful contacts and further reading Explore our related content.

Introduction Flexible working - giving flexibility over where, when and the hours people work - is increasingly in demand but the number of quality flexible jobs falls well short of that demand. CIPD viewpoint We believe HR can make a strong case for using flexibility as a strategic tool to support improved individual and business performance through developing greater diversity, brand competiveness and increasing levels of job satisfaction and commitment from workers. Log in to view more. What is flexible working? Flexible working practices include: Part-time working : work is generally considered part-time when employers are contracted to work anything less than full-time hours.

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Take-up of flexible working in the UK and equality of access Our UK Working Lives survey includes data on flexible working arrangements and work—life balance. The potential benefits of flexible working Flexible working can lead to direct and indirect business benefits. Our report Employee Outlook Focus: commuting and flexible working describes the top three benefits of flexible working most frequently cited by employees as: It enables better work-life balance. It has been a factor in employees staying with their current employer. Cross-sector insights on enabling flexible working Guidance on implementing flexible working, produced with Affinity Health, exploring effective and creative approaches taken by organisations across different sectors and industries.

Implementing flexible working practices Employers may face a number of barriers to effectively communicating and implementing flexible working.

Creating a flexible workplace: How to select and manage alternative work options

Similar procedures apply to requests for flexibility with time off work for study or training. Note: These models typify the more common types of flexible work schedules. Note: These models typify the more common types of compressed work schedules. The basic work requirement for a full-time employee is 80 hours in a biweekly pay period.

Three Ways To Ask For A Flexible Work Schedule

Agencies may also establish daily or weekly work requirements. The agency head determines the number of hours a part-time employee must work in a specific period.

Agencies may permit employees to complete their basic work requirement in less than 10 workdays. A full-time employee must work 80 hours in biweekly pay period and must be scheduled to work on fewer than 10 workdays. A part-time employee has a fixed schedule of fewer than 80 hours in a biweekly pay period and must be scheduled to work on fewer than 10 workdays.

The tour of duty defines the limits within which an employee must complete his or her basic work requirement. The tour of duty is defined by the fixed compressed work schedule established by the agency. Hours may be worked in excess of the basic work requirement at the option of the employee in order to vary the length of the workday or workweek. Not all FWS programs provide for credit hours. The law provides credit hours only for flexible work schedules. Overtime work consists of hours of work that are officially ordered in advance and in excess of 8 hours in a day or 40 hours in a week, but does not include hours that are worked voluntarily, including credit hours , or hours that an employee is "suffered or permitted" to work which are not officially ordered in advance.

See 5 CFR For a full-time employee, overtime work consists of all hours of work in excess of the established compressed work schedule. For a part-time employee, overtime work must be hours in excess of the compressed work schedule for the day more than at least 8 hours or for the week more than at least 40 hours. An agency may, at the request of an employee , approve compensatory time off in lieu of overtime pay for non-SES employees.

Mandatory compensatory time off is limited to FLSA-exempt employees who are not prevailing rate employees whose rate of basic pay is greater than the rate for GS, step Compensatory time off may be approved in lieu of overtime pay only for irregular or occasional overtime work by an "employee" as defined in 5 U. For GS and other employees covered by 5 U. Agencies must also pay night pay for all designated core hours worked between 6 p. The regular rules governing entitlement to night pay, at 5 CFR Holiday premium pay for nonovertime work is limited to a maximum of 8 hours in a day for full-time or part-time employees.

A part-time employee scheduled to work on a day designated as an "in lieu of" holiday for full-time employees is not entitled to holiday premium pay for work performed on that day. Holiday premium pay for nonovertime work is limited to the number of hours normally scheduled for that day. A full-time employee who performs regularly scheduled nonovertime work during a period of duty, part of which is performed on Sunday, is entitled to Sunday premium pay 25 percent of the rate of basic pay for the entire period of work up to 8 hours.

A part-time employee is not entitled to Sunday premium pay for Sunday work.

C a , 46 Comp. A full-time employee who performs regularly scheduled non-overtime work during a period of duty, part of which is performed on Sunday, is entitled to Sunday premium pay 25 percent of the rate of basic pay for the entire scheduled period of duty that day. A part-time employee is not entitled to premium pay for Sunday work.

Three Ways To Ask For A Flexible Work Schedule

A full-time employee prevented from working on a holiday or an "in lieu of" holiday is entitled to pay for 8 hours for that day. A part-time employee prevented from working on a holiday is entitled to pay for the number of hours he or she would have worked but for the holiday, not to exceed 8 hours. When a holiday falls on a nonworkday of a part-time employee, there is no entitlement to pay for an "in lieu of" holiday. A full-time employee prevented from working on a holiday or an "in lieu of" holiday is entitled to pay for the number of hours of the compressed work schedule for the employee on that day.

A part-time employee prevented from working on a holiday is entitled to pay for the number of hours of the compressed work schedule on that day. When a holiday falls on a nonworkday of a part-time employee, there is no entitlement to pay or an "in lieu of" holiday. The amount of excused absence to be granted an employee covered by an FWS program should be based on his or her typical schedule.

All compressed work schedules are fixed schedules. The regular agency practices applicable to administration of excused absence apply.