Both individuals are considered job partners and can even have overlapping schedules. The share of the benefits and responsibility is dictated by how the job is split, whether it’s 50/50 or some other combination. Job sharing is a creative, functional arrangement where two workers share the responsibility for one job. This means that the company would have to pay the employee for the floating holiday as state law requires. Floating holidays can be tricky because, when it’s tied to a specific holiday, it can be considered as a wage should the employee leave the company. It’s a flexible benefit that some employers offer so that employees can take time off without using their banked PTO. Floating holidaysįloating holidays are discretionary personal days that can be used in conjunction with paid time off (PTO). Employers may also choose to offer this as a seasonal perk during the summer months (often called “Summer Fridays”) when many employees are already requesting vacation time. For example, instead of working five eight-hour days per week, as is expected in a traditional 40-hour arrangement, employees might work four 10-hour days. In a compressed workweek setup, employees work longer shifts in exchange for fewer working days. For example, one employee may cover the first half of the week while another employee works for the second half. In other cases, employers may hire two or three part-time employees to cover a full-time role. This is an ideal arrangement for employers who need assistance covering certain responsibilities but don’t have enough work to necessitate a full-time employee. Offering part-time work allows you to source talented professionals who are unable to commit to a 40-hour workweek. Some employers allow employees to work from home as little or as often as they like, while others require at least some time on-premises.įor example, an employer may require all employees to work in the office on Tuesdays and Thursdays but allow them to work remotely throughout the remainder of the week. TelecommutingĪlso called a work-from-home (WFH) policy or remote work policy, telecommuting offers employees the freedom to work from any location, as long as they can access the technology necessary for their job duties. That way, those who prefer to work early or late can incorporate these core hours into their adjusted schedule. In some cases, employers set core hours-times during the day or week when they require all employees to be on site.įor example, an employer may require all employees to be in the workplace from 10am to 2pm but allow them to work the rest of their shift whenever they like. In this arrangement, employees are welcome to come and go from the workplace as they please, as long as they meet a minimum number of hours per day or week and are available for specific events, like meetings. You might want to choose from these six popular types of flexible work schedules to offer your employees: 1. In addition to flexible hours, this type of scheduling includes telecommuting, which allows employees to work from their home or another remote location during some or all of their shifts. Many flexible schedule arrangements require employees to complete a minimum number of hours each week or work a percentage of their time during traditional hours, but they still let employees build a schedule around other commitments and achieve a better work-life balance. What is flex working?Ī flexible schedule allows employees to work outside traditional hours, during the times that are most convenient for them or when they feel they’re most productive. Those admitted as part-time students must complete the first year of the three-year Juris Doctor degree before they can change their status to full-time.84If students can access existing course offerings at existing times at a different pace, one goal of the Flex Time JD is met, but others remain unfulfilled.We suggest that this status quo is insufficient on its own to advance key aspects of the Flex Time JD.įlex Time for hourly employees may occur based on a mutual agreement with the immediate supervisor to adjust the normally scheduled work hours.Įmployees must use Flex Time, earned during any 40-hr work week or 84-hr pay period, prior to using vacation or sick leave.Effective Date: AugLast Revised: DecemPolicy 6.6: Holiday Pay Page: 1 of 2 A.Are you a job seeker? Find jobs. ONA Calculations: 6x12/1872 Kaiser Flex Time All bargaining unit members with one year of benefit eligible employment or greater will have three (3) float holidays and two (2) sick leave days converted to Flexible Personal Days. The District shall provide Flex Time credit, hour for hour, for all new Full-Time Faculty Members who attend.
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