12/7/2022 0 Comments Flex type offerovertime and having autonomy to decide when to take breaks during the working day. Other options about when, where and how work is done, e.g. It can also include employees who are able to take a ‘gap year’ early in their careers and return to work for the same employer afterwards. This may be particularly relevant for employees transitioning to retirement. You are able to enter, exit and re-enter employment with the same organisation, or to increase or decrease your workload or career pace to suit different life stages. Informal access to leave for unanticipated or unplanned events. Employers typically deduct the amount of unpaid leave from the worker’s salary either as a lump sum or averaged over the year. Have other commitments or lifestyle choices that are not compatible with full-time work.Ī full-time job role is divided into multiple job roles to be undertaken by two or more employees who are paid on a pro-rata basis for the part of the job each completes.Ī period of leave without pay, usually available after annual leave allocation is finished. Not all part-time work is necessarily flexible in nature, but it offers flexibility to workers who Visit for information about how to make telework work for you.Ī regular work pattern where you work less than full-time and are paid on a pro-rata basis for that work. This lessens the sense of isolation that can come from working away from the office. Note that telecommuting is generally most effective when there is a relatively even split between time spent in the office and working elsewhere. These are referred to collectively as ‘telecommuting’ in this toolkit. A wide range of terms refer to working at different locations, including ‘mobile working’, ‘distributed work’, ‘virtual teams’ and ‘telework’. ![]() You may work at a location other than the official place of work. It can include ‘flexitime’ arrangements where an employee can work extra time over several days or weeks and then reclaim those hours as time off. You may work approved overtime and be compensated by time-in-lieu. For example, a forty-hour week may be worked at the rate of ten hours per day for four days instead of eight hours a day for five days. You may work the same number of weekly (or fortnightly or monthly) working hours, compressed into a shorter period. This is where you may vary your start and finish times. Part-time work, however, does offer flexibility in the capacity for someone to work even though they may not be able to work full-time. While part-time work is currently considered to be a flexible working arrangement, the realities of part-time work are often much the same as those of full-time work and may not offer much flexibility around time or location of work. ![]() These arrangements fall into the same category as annual leave and personal leave, in that they are standard employee rights at work. For example, someone taking time off as carer’s leave, compassionate leave or parental leave is not the same as working flexibly. Managers can sometimes confuse some relatively minor and ordinary work adjustments with the idea of flexible working arrangements.
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