KK!HRConceptually flexi timing is little different. In flexi timing you define the minimum attendance hours and allow it in an interval of additional 1/2 hours, keeping mandatory presence for certain fixed hours. For instance the normal hours of work are seven in an office and it could be anytime from 8.30 AM to 5.30 PM with mandatory presence from 10.00 AM to 4.00 PM. So with flexi time policy an employee can work from 9.30 AM to 4.30 PM or 10 AM to 5.00 PM or 9.00 AM to 4.00 PM etc. depending on one's convenience.
From India, Mumbai
Good insight from our Colleague. Kindly Add:
In Practical Parlance " Flexi Timing" Policy is adopted in different ways with a clear objective to engage employees and to make their work ease and comfortable. It the whole purpose not to insist any pre-framed office timing or shift timing to the employees and they can choose to have their own timing but only to given desired delivery or meeting targets plus completing minimum required working time. Some companies have approached this concept in the below possible ways:
1. Employees grouped in to different Teams depending on their criticality of the role/ job
2. Certain Groups are not allowed to follow flexi timing as they are critically needed for the business and their services / physical presence is needed on fixed timings. They are compensated with Special Allowance also
3. The rest of the Teams are given options of 1) Completing desired targets on weekly or fortnightly basis without any minimum working time requirement 2) Completing minimum working hours in a Week / Fortnight which is compulsory 3) or Follow any shift in the given option of 5 or 6 different start and close time.
4) Some companies now offering 4 day working in any 2 week in a month and 5 day working in rest of the week which the employees can choose
There are not hard and fast rules but depending on the business requirements of the organization, one can design their own system of Flexi Timing system.
With these inputs you may draft a policy after adding the policy and put this in probation for 3 months. Then invite ideas / improvements from Business Mangers and then finalize the Policy.
From India, Chennai
vibhakarFlexitime working is not practiced widely. Only because of its limitations.
As rightly said by Dr Shivkumar, flexitime imposes one common time for all and employees are allowed to come and work for 8 hours which must include the common time. This, however, works where the work is in the office and different departments are not much dependent on each other. To interact if necessary, to have common meetings to explain policy etc., to do any official business involviing all, is the common time for. We seldom find such work pattern. Cashier, for example, has to be available for all hours. If any decision is required Manager must be available. Added to it will be extra expenses of AirConditioning, Pantry, Security, Janitors, etc. They are required at all times.
I have another idea. Instead of flexitime, we can think of flexiabsenteeism. On an average we give 7 days Casual Leave, 4 days Sick Leave, 21 days Privilege Leave and 8 Paid Holidays. This is for example. Total comes to 40 days. At the beginning of the year we tell employees that they are credited with 40 days which they can consume according to their needs. This will ensure that office/factory runs all days. Some conditions can be put e.g. prior sanction, 3 occasions of minimum 5 days leave etc. This will work wonders of reducing absenteeism, employees enjoying work etc.
Vibhakar Ramtirthkar, Pune.
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.