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Flexible hours, or flextime as it’s commonly called, have been hailed by some as a revolution in the way that employees work because it allows them to strike a work-life balance that just isn’t possible under a rigid schedule. For example, a flextime employee with a child can choose to come in at 7 a.m. and leave at 3 p.m., while a nine-to-five employee would have to arrange for extra hours of child care.
Opponents of flextime see the practice as a loosening of workplace standards, however, arguing that employees can take advantage of the flexibility to do less work. So which side is right? If you are thinking about offering flexible hours at your organization, it’s important to know both the pros and the cons of this practice so that you can make a decision that’s right for the business.
It’s important to know that flextime is not a fad; it’s a trend that is gaining ground in a number of organizations. A recent Bureau of Labor Statistics report estimated that 30 percent of employees work under flexible hours. Because flextime is relatively common, its effects are well-documented. Most companies that engage in flextime say that it improves employee productivity because workers can manage their personal lives on their chosen off hours so that they do not interfere with the workday.
In addition to improved productivity, flextime can boost employee morale, because this benefit recognizes the individual needs of each worker. And in some cases, companies also report reduced overhead since workers on alternate shifts can share desks and other resources. - Scarlet Pruitt, 8/20/08 HR World
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