A flexible work schedule is an alternative to the traditional 8 to 5, 40 hour work week. It allows employees to vary their arrival and/or departure times.
Under some policies, employees must work a prescribed number of hours per pay period and be present during a daily “core time”.
The Fair Labor Standards Act (FLSA) does not address flex time. The FLSA is the federal law which sets minimum wage, overtime, recordkeeping and youth employment standards. Alternative work arrangements such as flexible work schedules are a matter of agreement between the employer and the employee (or the employee’s representative).
Change is Good
An employee’s scheduled hours of work may be changed at any time. The FLSA has no provisions regarding the scheduling of employees, with the exception of certain child labor provisions. An employer may change an employee’s work hours without giving prior notice or obtaining the employee’s consent (unless otherwise subject to a prior agreement between the employer and employee or the employee’s representative).
Keep in mind that non-exempt employees are entitled to overtime if they work over 40 hours in a work week, regardless of flex time or their schedule. Some states have additional overtime requirements based on hours worked in a day, and/or number of consecutive days worked.
Flexible work schedules offer many benefits to both employers and employees. A flexible schedule generally builds stronger rapport within a company, creating happier, more contented employees and decreasing the chances of voluntary resignations. Employee burn-out is reduced and job satisfaction is increased. Productivity is increased as well, because the company is able schedule more workers during peak hours.
Questions regarding employee hours or flex time? Give managestaff a call. We’ll help.
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