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

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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.

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Is there anything that an organization should do after implementing a new flextime policy?

Whenever a business or other organization puts a new policy in place, it needs to monitor that policy to ensure that it is working properly.  Implementation of a flextime program is no different.  Firms need to be conscientious about making sure that the flextime program is not harming the company or the employees.

First, the firm needs to ensure that productivity is not dropping.  The firm has to make sure that it is able to function just as effectively with its workers coming in at different times as it was when they all worked the same hours. 

Second, the firm needs to ensure that the new program is not leading to a loss of morale in the workforce.  It is possible that those who do not take flextime will feel that they are being cheated.  They may feel that the other workers are not working as hard because they are not always at work.  This can lead to new conflicts between workers and reduced morale.

Finally, the firm needs to be sure that workers who do take flextime are treated fairly.  It has to make sure that they are not passed over for promotion because they are not always at work.  The firm needs to ensure that it does not stigmatize those taking flextime as somehow less dedicated than those who work traditional hours.

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