Workplace Flexibility (Class Project)

Workplace Flexibility

Christina Wallace

Paul TigheWilliam

Wallace

Why Workplace Flexibility?

Increase employee work ethic and increase company profitability. The best options for

achieving this are flexible scheduling, digital commuting, and offering a vacation bank.

What we will cover:Digital CommutingFlexibility SchedulingVacation BankingImplementation

What is Digital Commuting?

The ability to conduct work from a remote location outside of standard work locations.

Digital commuting allows trustworthy employees to work from home.

In M

illio

ns

Digital Commuting

For Profit Employers0

0.5

1

1.5

2

2.5

3

20052006200720082009201020112012

Em

plo

yees

(In M

illio

ns)

Digital Commuting

Employee Pros Fewer Hazards More family Time Improves Morale

Digital Commuting

Employee Pros Fewer Hazards More family Time Improves Morale

Employer Pros Reduce Overhead Increase Loyalty Increase

Productivity

Digital Commuting

Employee Pros Fewer Hazards More family Time Improves Morale

Employee Cons Lack of Visibility Co-worker

Jealousy Security Issues

Employer Pros Reduce Overhead Increase Loyalty Increase

Productivity

Digital Commuting

Employee Pros Fewer Hazards More family Time Improves Morale

Employee Cons Lack of Visibility Co-worker

Jealousy Security Issues

Employer Pros Reduce Overhead Increase Loyalty Increase

Productivity

Employer Cons Lack of

Supervision

Flexible scheduling allows employees to choose their working hours based

on each of their own needs.

Flexible ScheduleTraditional Schedule

What is Flexible Scheduling?

Flexible scheduling allows employees to choose their working hours based

on each of their own needs.

Flexible ScheduleTraditional Schedule

What is Flexible Scheduling?

Flexibility Schedule

Employee Pros More Fulfillment Greater Control Reduce Burnout

Flexibility Schedule

Employee Pros More Fulfillment Greater Control Reduce Burnout

Employer Pros Increase Retention Decrease Overtime Faster Responses

Flexibility Schedule

Employee Pros More Fulfillment Greater Control Reduce Burnout

Employee Cons Reduce Teamwork Communication

Issues

Employer Pros Increase Retention Decrease Overtime Faster Responses

Flexibility Schedule

Employee Pros More Fulfillment Greater Control Reduce Burnout

Employee Cons Reduce Teamwork Communication

Issues

Employer Pros Increase Retention Decrease Overtime Faster Responses

Employer Cons More Planning Time Staff Coverage

Issues

Flexibility Schedule

Example 1: Employees on Flexible Schedule – Work Days

Example 2: Employees on Flexible Schedule – Work Hours

What is Vacation Banking?

Vacation banking is used in place of offering overtime pay.

All hours over the traditional 40-hour workweek will be entered into each employee’s individual “vacation bank”.

Employees may withdraw from their vacation bank at anytime for any reason.

Vacation Banking

Employee Pros Optional and Flexible Emergency Needs Consistent Pay Becomes Vacation

Vacation Banking

Employee Pros Optional and Flexible Emergency Needs Consistent Pay Becomes Vacation

Employer Pros Increase Morale No Overtime Pay

Vacation Banking

Employee Pros Optional and Flexible Emergency Needs Consistent Pay Becomes Vacation

Employee Cons No Extra Hours Paid Only 10 Hours Per

Week Debt from Vacation

Employer Pros Increase Morale No Overtime Pay

Vacation Banking

Employee Pros Optional and Flexible Emergency Needs Consistent Pay Becomes Vacation

Employee Cons No Extra Hours Paid Only 10 Hours Per

Week Debt from Vacation

Employer Pros Increase Morale No Overtime Pay

Employer Cons Must Track System

Vacation Banking

Employees can work up to an additional 10 hours (2 per day) per week and save those

hours to use as needed.

Week Mon Tue Wed Thur Fri Sat/Sun

Total Banked

Wk 1 8 8 8 8 8 0 40 hrs 0

Wk 2 10 (+2) 8 8 10 (+2) 10 (+2) 0 46 hrs 6

Wk 3 7 (-1) 0 (-8) 10 (+2) 10 (+2) 8 0 35 1

Implementation

Phase 1 (3 months)

CEOs and Managers

Phase 2 (6 months)

Supervisors and Employees with 5+ years of Service

Phase 3 (Permanent)

Part-time employees and employees with >5 years of service.

Recommendation

PCG recommends expanding the work week to 7 days and to extend the work

day by 2 hours in the morning and 4 hours in the evening to accommodate

employees potential schedule preferences.

Friedman, D.E. (n.d.)Workplace flexibility: A guide for companies. Families and Work Institute. Retrieved from:http://familiesandwork.org/3w/tips/downloads/companies.pdfGlazer, S. (2013). Telecommuting. CQ Researcher, 23 (26), 621-644. Retrieved from CQ Electronic Library database. Huppkel, R. (2013, April 29). Flexibility Act may be lacking elasticity bill would allow workers to turn OT intocomp time, but is risky. South Florida Sun – Sentinel, D4. Retrieved from ProQuest Database.Koch, K. (1998). Flexible work arrangements. CQ Researcher, 8 (30), 697-720. Retrieved from CQ Electronic Library database.The pros and cons of offering flexible work schedules for employees. (September 24, 2012). Kreischer Miller. Retrieved from http://www.kmco.com/articles/looking-forward/the-pros-and-cons-of- offering-flexible-work-schedules/Thomas W.H. Ng, Marcus M. Butts, Robert J. Vandenberg, David M. DeJoy, Mark G. Wilson, Effects of management communication, opportunity for learning, and work schedule flexibility on organizational commitment, Journal of Vocational Behavior, Volume 68, Issue 3, June 2006, Pages 474-489, ISSN 0001-8791, http://dx.doi.org/10.1016/ j.jvb.2005.10.004.

References