Finally, Flexible Working! Part 2

by Bernd on May 6, 2013 · 0 comments

flexible-working

We have already introduced you to some flexible working models in part 1, but there are many more interesting and proven solutions for working time arrangements.

On Demand Working

The employee only works for the company when necessary. When the work isn’t there, the employee isn’t there. The employer contractually agrees a legally binding working time contingent for an average week, of which the employee is paid. This flexible working model is ideal for business with fluctuating periods of business, helping to save costs by avoiding over capacity. A large disadvantage for the employee is that their employer becomes kingmaker; they decide when the employee will work and when they can earn money.

Job Sharing

As the name states, you split the workload of this flexible working model across several work desks. The requirement is a regular method of coordination and information exchange between all parties involved. The employee profits from a reduced working week, while the employer profits from the productivity of two or more individuals working part-time, rather than one working full-time.

Shift Work

This flexible working model involves the allocation of working hours amongst different time periods which begin offset from one another. This allows the business operating times to be extended. Shifts can be divided into early, late, night or any other arbitrary time period. The benefit for the company is that all working capacities can be exploited to their maximum.

Teleworking

Employees work outside of the office with the help of technological communication mediums and necessary devices (from a private residence for example.) It is a form of working close to the workplace, but not in the office, for at least one day a week. The greatest advantage to the employer is a rise in working quality due to the employee’s improved balance of family and work, and an increased level of flexibility.

Additional Payment into Free Time

If employees are willing to waive their Christmas and summer bonuses or additional payments, they are able to reduce their working hours. Depending on the payment operations of a company, an individual full-time employee could claim up to two months pay in free time.

Amorphous Working

The only thing that is defined in this flexible working model is the amount of hours that need to be achieved. The employee, during this collective agreement or working contract, can decide when they work. For example, the requirements could be to achieve 1000 working hours per calendar year. As simple as that!

In part 3: Everything relating to trust-based working!

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