Employer removing flexitime

asc99c

I've currently got a job where I work flexitime, which I take advantage of to avoid a 22 mile rush hour commute and see more of my kids. I've been starting 7:30 / 8, finishing around 4 / 4:30 most days for a number of years.

It appears that this system is being got rid of, and we're now expected to be in the office from 9 till 5. The problem is that will add the best part of an hour to my commute, and mean I see a lot less of my kids (currently toddlers so they go to bed by 7).

Can an employer just remove flexitime in this way? It was actually in my original contract form day one - I never had to request it, but it does say the hours have to be agreed by my manager, and now they are only agreeing to 9 to 5.

getmore4less

If contractual by agreement then I think you need to find some negotiating angle.


what's the situation on overtime/company requests to do extra hours/weekends travel etc.

A work to rule(without actualy saying anything) so you protect the time you do have that is important.

An agreement that you can use extra as TOIL that gives the flexability you need.


edit :

There may be a custom and practice case, but the idea of a contractual discretionary flexabiity is to try to avoid that.

What is the business case for the change?

asc99c

The business case seems to be too many people have been choosing to start at the latest time allowed by the flexitime agreement, causing problems responding to customers, and also some people are not thought to be working their contracted hours.

Certainly, the first point is understandable, but I think should be dealt with on a case-by-case basis. Regarding the second point, I think it should result in disciplinary action against the relevant people, not blanket action against everyone.

I don't really want to get into a work to rule situation. I'd regard myself as a professional and have always been treated that way. For flexibility on my side, I've spent time working part of my week in another city, I'm available on the phone 24/7, and I've just got home from a 12 hour day needed to get the job done today. I don't feel I'd justify my salary without that flexibility, and I feel the flexibility should continue to work both ways

wolfehouse

unless your employer is open to suggestions this may not be really helpful in your specific case:

but we run a flexi duty rota system to ensure that enough staff are covering opening and closing hours. apeople must start at 9 if they are put on am flexi duty and must end at 5pm if they are on pm flexi duty but can take time as flexi at all other times.

getmore4less

Time to negotiate to fix the problems and keep the flexi.

If you want to keep your flexability you (and others ) need to make the case make proposals to move forward and get decent cover.

Might even need a stern word with those that are not pulling their weight as well as getting management to deal with it.

Notmyrealname

Ultimately they can. You can refuse the change and the merry dance begins but the end game is that the employer can offer you a new contract on the fixed hours and if you refuse to sign, you've effectively made yourself redundant.

DVardysShadow

asc99c wrote: »

The business case seems to be too many people have been choosing to start at the latest time allowed by the flexitime agreement, causing problems responding to customers, and also some people are not thought to be working their contracted hours.

And they want to make you start later? Applying this to you is barely credible.

wolfehouse wrote: »

unless your employer is open to suggestions this may not be really helpful in your specific case:

but we run a flexi duty rota system to ensure that enough staff are covering opening and closing hours. apeople must start at 9 if they are put on am flexi duty and must end at 5pm if they are on pm flexi duty but can take time as flexi at all other times.

The above suggestion is the sane way to address the matter.

skintandscared_2

Is it worth approaching your firm and asking for a formal change to your hours (say, 8-4 instead of 9-5) under the law that allows parents to request flexible working arrangements? I appreciate that the firm only has to "consider" your request, and it's not guaranteed, but it might be worth a try. They have to come up with a reasonable business reason to refuse you.

System

DVardysShadow wrote: »

Originally Posted by asc99c
The business case seems to be too many people have been choosing to start at the latest time allowed by the flexitime agreement, causing problems responding to customers, and also some people are not thought to be working their contracted hours.

And they want to make you start later?

No, the OP said that they atarted at 07:30 - 08:00.
If the flexitime start bracket is 07:30 - 10:00, then if too many are starting at 10:00 then this is where the problem lies. They want everybody to go back to working core business hours.

asc99c

After spending time discussing this with a senior manager, it sounds like they think it is just too much work picking on the individuals, which doesn't really sound like an acceptable reason to me. However given the specific examples of what people are doing the change is understandable (customers agree to arrive at 9, staff just ignore and turn up at 10:30).

I've always been of the opinion that given the calibre of people we employ, we didn't need much management, now it sounds like that has changed. But it's a smallish department and I know everyone there, so I'm fairly sure it's no more than 3-4 people that need dealing with.

MoneySavingUser

At my work they have a system for recording when everyone comes and goes and then it works out how many hours they have done - if you don't do the hours you get into trouble

As for making sure someone is always there we have a friday rota system so someone is there til 5.30 every week

So your firm needs a) monitoring of peoples hours to make sure they do them and disciplinary procedures if they don't
b) some type of rota system