Alternative work schedules: Overview, definition, and example
What is an alternative work schedule?
An alternative work schedule is a work arrangement where employees have flexibility in their working hours, as opposed to the traditional 9-to-5 schedule. This could include compressed work weeks, flextime (where employees can choose their start and end times), or even remote working arrangements. The goal is to provide employees with more control over their work-life balance while still meeting the needs of the business.
Some common types of alternative work schedules include:
- Flextime: Employees choose when to start and end their workday within certain limits.
- Compressed workweek: Employees work longer hours on fewer days (for example, four 10-hour days instead of five 8-hour days).
- Job sharing: Two employees share one full-time position, splitting the hours and responsibilities.
- Telecommuting: Employees work from home or another location outside the office.
Why are alternative work schedules important?
Alternative work schedules are important because they offer flexibility, which can increase employee satisfaction, productivity, and retention. They help employees better balance their professional and personal lives, making it easier to manage childcare, education, or other personal responsibilities. For employers, offering these types of schedules can attract and retain top talent, improve morale, and reduce absenteeism.
Moreover, alternative work schedules can help businesses reduce overhead costs (e.g., energy savings when employees work from home) and improve performance by allowing employees to work when they feel most productive. These schedules also promote diversity and inclusion by accommodating different employee needs.
Understanding alternative work schedules through an example
Let’s say a software company implements a flextime policy, allowing employees to choose when they start their workday, as long as they are available during core hours from 10 AM to 3 PM. One employee might choose to work from 7 AM to 3 PM, while another might prefer 9 AM to 5 PM. Both employees meet the requirements and complete their work efficiently, but they have the flexibility to adjust their schedules according to their personal preferences.
In another scenario, a company may offer a compressed workweek, where employees work four 10-hour days, allowing them to have a three-day weekend. For example, an employee could work Monday through Thursday from 8 AM to 6 PM, leaving Fridays off to rest, spend time with family, or handle personal matters.
Example of an alternative work schedule clause
Here’s an example of how an alternative work schedule clause might appear in an employee handbook:
“The Company offers flexible work schedules to eligible employees. Employees may choose to participate in one of the following alternative work schedule options: flextime (choosing their work hours within the specified core hours), compressed workweek (working four 10-hour days), or telecommuting (working from home). All alternative work schedules are subject to approval by the employee’s supervisor to ensure business needs are met.”
This clause sets out the types of alternative work schedules available and clarifies the process for approval.
Conclusion
Alternative work schedules are a great way for businesses to offer flexibility to their employees, helping them maintain a better work-life balance. Whether it’s through flextime, compressed workweeks, or telecommuting, these schedules can lead to happier, more productive employees and can benefit employers by improving morale and retention rates. For businesses considering implementing alternative work schedules, it’s important to clearly define the options and ensure that both business and employee needs are met in the process.
This article contains general legal information and does not contain legal advice. Cobrief is not a law firm or a substitute for an attorney or law firm. The law is complex and changes often. For legal advice, please ask a lawyer.