So an employee can use the flexy times but should make sure that he work extra hours to make sure that he works for 40hrs a week.
HR monitors both swiping details and timesheet entries for the past week and if any employee's working hours is less than 40hrs then HR will immediately mail the same to the employee as well as his/her TL including the deficient hours and deduction in his pay
Flexi timing depends on the nature of business you are into suppose in IT/ITeS where physical presence of an employee is not mandatory, you can think for flexi timings but if you have customer interaction in jobs in such case it's not feasible.
Some thing more to note.
a) Flexi time: The basic number of hours to be put in per week / for completion of task are set. How ever the routine for attending the set task / achieving the basic number of hours are not having hard and fast start and end time.
b) In one of the organizations I had worked the entry time is between 8.30 to 10.30 am ( Two hours) and exit between 5.30 to 7.30, but working those 9 hour per day was compulsory. Measurement of attendance was based on swiping.
c) The other way is no fixed hours per week but a mandatory attendance at work place per day and rest based on completion of assigned task. This happens in some apparel design houses.
d) Some KPO/ Engineering design service providers also consider the long conference calls being attended from the home of the employee as a part of working hours and adjust the working hours accordingly. This also amounts to flexi hours.
Dayanand L Guddin
Sr. Head - HR