Flexible Work Arrangement Considerations

Since October is National Work & Family Month it is the perfect opportunity to talk about the best way to implement flexible work arrangement policies.  Here are some previous posts on this topic to give you some insight as to why your business might want to consider implementing these policies:

• National Work & Family Month
• Flexible Working Arrangements on the Rise
• Work Flexibility As A Reward?

If you decide that this is the way your business wants to go, it’s imperative that you put some thought behind the programs and policies so you don’t have a mess on your hands.  I’m raising many questions without answers because the answers depend on each individual business, but these should start you down the path.

What types of flexible working arrangements will you allow?

• Flexible schedule (start and end times, days of the week, etc.)
• Compressed work schedule (e.g. 4-10s, 4-9s and 1-4, etc.)
• Part-time employment
• Job sharing
• Remote working
• Others?

Some of the things that must be considered when creating policies and approving flexible work arrangements (FWAs):

• What types of eligibility requirements will you have?  FWAs aren’t for every position or every person, be very clear on what types of jobs and/or performance histories are eligible.Who is benefitting from the arrangement, the employee, the business, both?
• What is the impact to your other programs and policies such as health insurance eligibility, incentive plans, time off programs, holiday pay, etc?
• Does the flexible arrangement cause additional overtime payments for non-exempt staff?
• How will you ensure that non-exempt staff aren’t working when it isn’t authorized?
• What is your application/approval process?  What is your appeal process if a FWA is denied?
• Will you have an initial trial period, and/or regular reviews of the effectiveness of the arrangement?
• Who can cancel a FWA, the employee, the business, either one?
• Who will provide the equipment for remote working?
• Will employees be required to give up office spaces, take a pay or title cut for some FWAs?
• Worker’s Comp – what happens if someone is injured when working remotely?  What types of safety expectations do you have for remote working sites?
• Will you allow your employees to have their children with them if working offsite?
• How will you contact your employees when you need them?
• Will the FWA negatively impact any other employees?  If so is it still appropriate?
• How will you measure the success of the FWA?
• How will your business access its equipment and materials stored offsite?

There are obviously other things you can and should consider, but this list is a good start.  If you have additional ideas or questions please feel free to leave a comment, and I’d be happy to share the policy and documents that we use.  Good luck with determining if flexible work arrangements are right for your company and/or implementing programs, and happy National Work & Family Month!  

Darcy Dees works as the Compensation Manager for Rock Bottom Restaurants, Inc., headquartered in Louisville, CO.  She has been working in Compensation for over 5 years now and recently attained her Certified Compensation Professional (CCP) designation.  She spends what little free time she has hiking and reading.

Comments

[Klaus]

I hate to think that there are still companies that do not have flextime, but there are. Such a simple change that means so much to many employees.

[Darcy Dees]

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