Timeline for How do I ensure my employees don't abuse my flexible work hours policy?
Current License: CC BY-SA 4.0
13 events
| when toggle format | what | by | license | comment | |
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| Jun 27, 2019 at 10:47 | comment | added | Allerleirauh | As a middle course you can encourage your employees to overlook their hours self-reliant. A responsible employee would make this without request. For example with a article on company-employees-website about a useful app / software. So one signals interest and importance WITHOUT undermining trust in the employees | |
| Jun 27, 2019 at 10:24 | comment | added | Graham | @P.Hopkinson The OP's policy clearly expects a total number of hours worked during the week. If anyone isn't working that many hours (and hasn't agreed an exception with their line manager to make it up next week) then it's up to their line manager how to proceed. This could be a warning, formal in/out times, or anything agreed between the manager and employee (and potentially HR) as appropriate. If there are reasons, it could even be an agreement to do a 32-hour working week with a 20% drop in salary. As Joe says, you can let managers manage without second-guessing them too much. | |
| Jun 27, 2019 at 9:33 | vote | accept | Sam | ||
| Jun 27, 2019 at 8:12 | comment | added | Robin Bennett | You might still want to monitor hours to check that a middle-manager isn't forcing their team to work extra hours. | |
| Jun 27, 2019 at 6:40 | comment | added | jwenting | @Nelson most people go to a sleep clinic because they have trouble falling asleep. The sleep clinic isn't what causes the problems :) I've been to one. Started at around 4pm, got hooked up to the machinery, until the next morning. | |
| Jun 27, 2019 at 6:17 | comment | added | Nelson | @jwenting That's a terrible example. You can't go by a sleep clinic at 3 am. It'll wake up the other patients. You have to go there around 8pm or so, spend an hour having wires hooked up, then you try to fall asleep starting at 9pm. Most people have problems falling asleep at a sleep clinic. | |
| Jun 27, 2019 at 6:15 | comment | added | jwenting | @Nelson that depends entirely on the work performed. If the employee is a test subject at a sleep clinic for example... | |
| Jun 27, 2019 at 6:14 | comment | added | Nelson | @JustinLessard But the OP needs to be very clear on what he is measuring. If some guy drops in at 3 am, and sleeps for 8 hours, I really don't think those "hours" count, but I'm not sure OP's question have clarified that. How do they measure besides "sitting on a chair for 40 hours"? | |
| Jun 26, 2019 at 22:04 | history | edited | Joe Strazzere | CC BY-SA 4.0 |
added 64 characters in body
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| Jun 26, 2019 at 20:45 | comment | added | Justin | @P.Hopkinson In the same way you would handle an employee who arrives too late or leaves early in a strict working hours policy. | |
| Jun 26, 2019 at 12:40 | comment | added | P. Hopkinson | Suppose you eventually obtain an employee who wants to test the boundaries and/or outright abuse the system. How would you proceed? (e.g. would you have a formal policy that you only apply as part of a disciplinary procedure?) | |
| Jun 26, 2019 at 11:44 | comment | added | Sam | +1, this is a great answer because it understands the reason for the current policy and aims to try to scale the benefits of that policy with the size of the company while also adding some advice on how this can be achieved and maintained. Thanks! | |
| Jun 26, 2019 at 10:56 | history | answered | Joe Strazzere | CC BY-SA 4.0 |