Flexi-time

getmore4less

Savvy_Sue wrote: »

Where I work now it's not been as rigidly applied, which has caused problems: we haven't made a clear distinction between taking Time Off In Lieu (TOIL) and flexitime, and sometimes people have to work evenings / weekends which should be taken as TOIL the following week, only they build up a week's worth and try to take it. So there's talk of taking flexi away and just having TOIL.

Having 2 systems for what is basicaly the same thing is a recipie for disaster.

Have one set of rules for managing time including when the employer requires the flexability(overtime) will make things a lot easier.

Remember flex works both ways, not only can you work when you want, you work when we want.

jetplane

I work flexi time and it's a bonus but I don't think I use it to my own best advantage. It's good setting your own working hours but I often find myself working longer days and yes it's great when I get the days off for it but often find myself catching up on the things I should have done while I was working the extra hours. Does that make any sense, doubt it :rotfl:

I used to work in an office which was strict 9 -5 with an hour for lunch which had to be taken. Do you know I was less tired then as I had a fixed routine. I had to arrange appointments etc out of those hours and it was amazing what I could get through in an hours lunch break. But also the collegues at that time became lifelong friends because we spent many of those lunchtimes together and got to know each other. I'm talking like at least 12 of us not just 2 or 3.

I really should set myself a working day and just use my flexi to tweak it I think.

MoneySavingUser

getmore4less wrote: »

Flexi time is a bit of an open ask, it means different things to different people/places.

I mean rather than fixed a 9-5.30 you can work say 10-6 etc. rather than working 4 days a week

mqandy

Our small company's work has almost no contact with customers, and is all office based with few meetings... perfect for flexitime, and yet we work a strict 9-5. It drives me mad sometimes!

Savvy_Sue

getmore4less wrote: »

Having 2 systems for what is basicaly the same thing is a recipie for disaster.

Have one set of rules for managing time including when the employer requires the flexability(overtime) will make things a lot easier.

Remember flex works both ways, not only can you work when you want, you work when we want.

it's a bit more complicated that that though: we have had 3 separate sorts of working arrangements in place - people on shifts who don't have flexi because of the need to provide consistent cover; people who have to work outside office hours on a more or less regular basis; people who work office hours. The middle group thought that NOT distinguishing between TOIL and flex wasn't fair.

getmore4less

Savvy_Sue wrote: »

it's a bit more complicated that that though: we have had 3 separate sorts of working arrangements in place - people on shifts who don't have flexi because of the need to provide consistent cover; people who have to work outside office hours on a more or less regular basis; people who work office hours. The middle group thought that NOT distinguishing between TOIL and flex wasn't fair.

I could probably come up with something that meets that ctiteria within a single framework and also give the first group an element of flexable working as well (depending on handover arangments).

From what you have described.

If the TOIL policy says overtime must be taken as TOIL within a period then if someone works more hours they become flexi hours and fall under those rules. If neither policy allows accumulation then there should be no problem as long as there is a catchall use or lose.

Savvy_Sue

getmore4less wrote: »

as long as there is a catchall use or lose.

that's been one of our problems: where I used to work line managers actually managed timesheets and enforced the 'use or lose' policy: you'd print off your timesheet and get it signed off every four weeks. Current place has historically been a bit less managed ...