ACCESSIBILITY/FLEXIBILITY
ON SCHEDULED DAYS OFF
There is a broad range of positions included in the
non-exempt employee category. For some of these
positions, a day away during the workweek poses no
particular problem. For others, it is more difficult.
This latter group faces a set of critical decisions for
employees and mangers setting up and maintaining CWWs
and considering the employee’s accessibility and
flexibility on his or her scheduled day off. There is a
natural tension between respecting the CWW and the flex day
or part-flex day off that it creates in the workweek and
dealing with the press of business that may intrude on
that day. Issues to address are:
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Occasional
vs. Chronic Over time, the arrangement and workload may reveal a
pattern of intrusion into the scheduled day off. It is important for both
parties to reach an understanding of what level of
interruption is acceptable.
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Training
& Special Events Managers should try not to schedule full group
activities on days when compressed workers are scheduled
to be away from work. Although compressed workers need
to be flexible and amenable to swapping days to
accommodate important meetings or events, it should not
be assumed that a compressed worker will be available
for every event. Understandings on these matters need to
be reached between the manager and employee.
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Access: check-in or be available? The
broad range of non-exempt positions means that each
arrangement requires different kinds of access on the
employee’s scheduled day off. Options to consider
include:
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No
contact at all
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Requiring
an employee check-in by phone
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Having
the employee provide home or cell phone numbers
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Stipulating how often email and/or voice mail will be
checked
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Agreeing how often messages will be returned
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These understandings should be updated
periodically.
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