FAQs - Other

How can the Payroll Department keep track of a System like this ?

Under normal circumstances Flexible Working Hours does not influence Payroll at all. FWH is really an agreement between the employee and his/her supervisor that a) the job will be done and b) the employee will work the required number of hours. Then and only then can the employees work pattern become flexible. Normally the Payroll Office simply work on the “exception” principle and are  only advised of variations to the norm, unpaid absences, paid overtime etc. but would not be involved in the carrying forward of credits or debits  of hours.

There are many freedoms inherent in Flexible Working Hours. Can the Staff really be trusted?

In certain respects flexible working hours is actually quite a structured practice. For example a set of quite detailed rules or guidelines needs to agreed between management and employees.

This is quite unlike the old 9-5 day or a strict shift arrangement – where all that is agreed is “be in between 9 to 5 or on shift A between x and y times” . Everything else is left to chance.

In addition the system we have designed helps to “Micro Manage” the new situation – so that everyone knows what is happening at all times.

In addition, where there are certain freedoms, it is good managers and employees alike where more faith is shown in people’s ability to act responsibly. We have proved time and again that when you give an employee the responsibility of managing his/her own time and the dignity of setting a work pattern that is compatible with his/her workload, he/she will perform very well indeed. The majority of staff can be trusted and when an individual decides to abuse the Rules of the Scheme, his/her workmates tend to pull them into line simply to protect their own flexibility. The threat of being back onto rigid hours, a condition which part of the agreed rules, is usually enough to ensure that Flextime will work effectively.