Flextime - An Alternative Work Arrangement - Part 5

How should the employee request the organization for a flextime schedule?
As per Scott Reeves (2006, www.forbes.com), employees must keep in mind the below seven tips before pitching for a flextime schedule.
1. Bases Covered: Make it clear to your employer that all operational requirements of the job will be covered. Your proposal won't be approved if it means punching a hole in your duties and the company's business.
2. Improved Service: Tell your employer how improved morale will quickly translate into improved productivity and better customer service. Show how this means bigger profits.
3. Employee Retention: Recruiting is a major expense for any employer. Make it clear how a flexible work schedule will reduce costs by making employees happier and reducing turnover.
4. No Higher Costs: Run the figures so you can show your employer flex-time won't increase the supervisory workload or operating costs. Draft a schedule that shows that all operations will be covered during business hours.
5. Accountability: Your plan must show that flex-time won't diminish the ability of the employer to assign responsibility and demand accountability from those participating in the program. Lines of responsibility can't be blurred by flex-time or telecommuting.
6. Put Guidelines In Writing: If your company doesn't already have one, put together a handbook outlining the responsibilities of employees on a flex-time schedule. This benefits everyone by defining expectations and eliminating needless squabbles.
7. Chain Of Command: All requests for flex-time should be made in writing. Establish guidelines for granting requests so it's not based on the whim of a supervisor and applied unevenly. If there is an appeal procedure, nail down the who, what, where and when of such reconsiderations. Applying different standards to different employees will spark resentment and bitterness, undercutting the entire program.

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