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
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Jul 1, 2019 at 13:59 | comment | added | J. Chris Compton | Agree with @MatthewGrivich, but strongly suggest that you don't require the project hours add up to their working hours. When you do that you get bad numbers - you need an "other" project that they can code to training others, learning, meetings, lounging in the break room, etc. If they code 40 hrs expect to see only about 20-30 coded against specific projects. | |
Jun 28, 2019 at 22:00 | comment | added | Matthew Grivich | In addition to hours, the log sheet should also specify what project is being worked on. In that way, you can track where money is being spent on a project by project basis (and it implies that the purpose is not only to make the employee show up or lie). | |
Jun 28, 2019 at 15:40 | comment | added | J. Chris Compton | @timbstoke True, and since you mention that I'll say that knowing who is in your building (and exactly when) can be an advantage in the event of an unfortunate experience. (It is also helpful to the employees that were not in the office at that time) | |
Jun 28, 2019 at 15:08 | comment | added | timbstoke | Clocking in/out doesn't need to require employees to physically use a clocking in machine. Any access control system which requires employees to scan their ID to enter/exit the building will allow you to report on entry/exit times. | |
S Jun 28, 2019 at 8:29 | history | suggested | V2Blast | CC BY-SA 4.0 |
added link to Joe Strazzere's answer
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Jun 28, 2019 at 7:40 | review | Suggested edits | |||
S Jun 28, 2019 at 8:29 | |||||
Jun 27, 2019 at 16:18 | comment | added | Aaron | +5 to @sleske comment. In fact, "does this employer require time clocking or time sheets" is actually on my list of things to judge a potential employer by. They are a huge nuisance, and I even got a reduced raise because of a negative review once when I was surpassing all real work expectations but I kept forgetting to do my timesheet. The manager at the time ignored my productivity (even though it was found to be excellent) and focused my review on the missed timesheets. I would take a small hit to salary just to do away with time sheets, and it does affect my employment decisions. | |
Jun 27, 2019 at 9:53 | comment | added | Spectantibus | Please don't do this. I have this in my company, and it is incredibly annoying. It's not a way to show trust at all : You are basically asking them to confirm they are not abusing the system every single day. | |
Jun 27, 2019 at 6:52 | comment | added | sleske | I have used both systems, and I prefer just clocking in /out. If it's well done, it's minimum hassle, and you never need to worry about whether you are meeting your hours. Keeping time sheets is a major PITA in my opinion. | |
Jun 26, 2019 at 21:55 | comment | added | Wayne Werner | There are several "status report" style systems, like idonethis or Jell. At the lowest end of the spectrum it's just managers sending out an email asking what people did. | |
Jun 26, 2019 at 18:14 | comment | added | Ben Barden | @Sam Further, it's ugly, but if they are abusing the system, ti makes them a bit easier to catch, because it forces them to commit to "I worked this many hours on this day" before anyone's raising any questions at all... rather than letting them wait until someone starts accusing them, and then coming up with the dodge that they'd somehow worked more hours on some other day that week. It also lets you have better control of how many hours are spent on which projects, once you become large enough that organizing that sort of thing is useful. | |
Jun 26, 2019 at 15:20 | comment | added | Sam | +1 This formalizes the process more, bringing in the ability to monitor times while keeping the trust in my employees in place. This also has the benefit that if a worker were to intentionally abuse the system they would have to lie in writing. Thanks! | |
Jun 26, 2019 at 15:06 | history | answered | J. Chris Compton | CC BY-SA 4.0 |