What are things an organization should do after implementing a new flextime policy?

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Karen P.L. Hardison eNotes educator| Certified Educator

Human Resource Management experts recommend setting up a trial period after implementing a new flextime policy. This allows for management and employees to provide informed feedback and allows for fine-tuning the policy particulars in respect of difficulties that may arise. Flextime defined is the alteration to work schedules that allows for employees to work during hours that are different from regular business hours as long as core (required) and bandwidth (weekly-monthly earliest and latest time limits) are respected and fulfilled. Flextime may optionally include telecommute opportunities.

Another recommendation is that flextime policy be uniform and apply equitably to all employees instead of operate on an "ad hoc" system that treats each case separately. The ad hoc approach is more common in small businesses and may work well at the start, but as the number of employees grows or as new employees replace departing employees, difficulties can erupt. As employment lawyer Robert P. Tinnin also points out, recent law suits against employers relating to flextime have been for misclassification of employees within flextime policy specifics.

Another important thing to do is to update managers' and supervisors' training so they are psychologically and factually prepared to manage flextime workers. When employees work outside of normal business hours, some management teams might display the attitude that employees are being idle if not within visual supervision. This impedes the objectives of flextime and can be corrected with advance training and a contingent of appropriate tools for flextime worker supervision, such as various electronic communication options, including company discussion boards, and specific accountability goals relevant to each job or project.