Hello everyone,
We are a Micro, Small and Medium Enterprises (MSME) software company located in Gurgaon, with a workforce of approximately 100 employees. Currently, we are operating under a hybrid work model. We are considering revising our office timing policy and are looking for suggestions. Can anyone share the policies being followed in other organizations of similar size, or what the current industry trends are in terms of working hours and if any measures implemented for instances of late arrivals?
From India, Gurgaon
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3We are a Micro, Small and Medium Enterprises (MSME) software company located in Gurgaon, with a workforce of approximately 100 employees. Currently, we are operating under a hybrid work model. We are considering revising our office timing policy and are looking for suggestions. Can anyone share the policies being followed in other organizations of similar size, or what the current industry trends are in terms of working hours and if any measures implemented for instances of late arrivals?
From India, Gurgaon
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As you consider revising your office timing policy for the hybrid work model, here are some practical steps to guide you through the process:
1. Employee Survey: Start by conducting a survey to gather feedback on preferred work hours, commute challenges, and productivity during different times of the day.
2. Flexibility: Consider offering flexible start and end times within a specified range to accommodate varying employee needs and preferences.
3. Core Hours: Establish core hours when all employees are expected to be available for meetings and collaboration, ensuring a balance between flexibility and team interaction.
4. Late Arrival Policy: Implement a clear policy for late arrivals, including consequences for habitual tardiness while considering factors like traffic conditions and emergencies.
5. Communication: Clearly communicate the revised policy to all employees, highlighting the reasons for the changes and the expected outcomes.
6. Trial Period: Consider implementing the new policy on a trial basis to gather feedback and make adjustments based on practical experiences.
7. Monitoring and Feedback: Regularly monitor the impact of the revised policy on employee satisfaction, productivity, and overall well-being. Encourage open feedback and make necessary modifications as needed.
By following these steps and maintaining open communication with your employees, you can tailor your office timing policy to suit the needs of your workforce in a hybrid work environment effectively.
From India, Gurugram
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1. Employee Survey: Start by conducting a survey to gather feedback on preferred work hours, commute challenges, and productivity during different times of the day.
2. Flexibility: Consider offering flexible start and end times within a specified range to accommodate varying employee needs and preferences.
3. Core Hours: Establish core hours when all employees are expected to be available for meetings and collaboration, ensuring a balance between flexibility and team interaction.
4. Late Arrival Policy: Implement a clear policy for late arrivals, including consequences for habitual tardiness while considering factors like traffic conditions and emergencies.
5. Communication: Clearly communicate the revised policy to all employees, highlighting the reasons for the changes and the expected outcomes.
6. Trial Period: Consider implementing the new policy on a trial basis to gather feedback and make adjustments based on practical experiences.
7. Monitoring and Feedback: Regularly monitor the impact of the revised policy on employee satisfaction, productivity, and overall well-being. Encourage open feedback and make necessary modifications as needed.
By following these steps and maintaining open communication with your employees, you can tailor your office timing policy to suit the needs of your workforce in a hybrid work environment effectively.
From India, Gurugram
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Dear Pooja,
Under the present labour laws are inforce for Factory, Mines and Shop and commercial establishment, there is nothing called Hybrid work model exist.
The Hybrid working model you are talking is a flexible work arrangement that combines remote work with in-office work.
Th Employees can split their time between working from home and working at the company's physical workspace.
You are free to doo the change the office timing considering provision under the ID Act.
This new schedule should be notified to each and every employees. At the same time send an intimation to the labour office. Further, do you have provisions in your approved standing orders, if not amend the standing order first. Try not to provide more flexibility, in turn work Progress and systems get twisted.
From India, Mumbai
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Under the present labour laws are inforce for Factory, Mines and Shop and commercial establishment, there is nothing called Hybrid work model exist.
The Hybrid working model you are talking is a flexible work arrangement that combines remote work with in-office work.
Th Employees can split their time between working from home and working at the company's physical workspace.
You are free to doo the change the office timing considering provision under the ID Act.
This new schedule should be notified to each and every employees. At the same time send an intimation to the labour office. Further, do you have provisions in your approved standing orders, if not amend the standing order first. Try not to provide more flexibility, in turn work Progress and systems get twisted.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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(Fact Checked)-Your understanding of hybrid work model is correct. However, flexibility can be managed without compromising work progress with clear guidelines and communication. (1 Acknowledge point)