Comments on: My best HR management idea: A flex-time formula for employees on fixed schedules

By: J

Tue, 09 Sep 2008 22:26:49 +0000

This is a great idea if your state allows this type of shuffling. California law doesn’t allow us this type of flexibility.

By: Carrie

Carrie — Tue, 09 Sep 2008 17:01:58 +0000

Nancy T is correct about the exempt employees. Essentially, exempt employees must be paid their full salary for as little as one hour worked in a day. Having said that, for non-exempt employees, whether they are paid on a salary basis or an hourly basis, in California an employer may have the employee complete a Make-Up Time Request that will prevent the employer from having to pay OT on the day the employee makes up the time. We created our own form, but you may be able to find a sample on the California Chamber of Commerce website. And, as a matter of fact, in California, employers are required to allow employees to take unpaid time off for a variety of reasons related to “family business.”

By: Nancy T

Nancy T — Tue, 09 Sep 2008 14:32:33 +0000

If they are exempt employees, I believe you may be jeopardizing that exempt status by forcing them to make-up hours missed. You are essentially treating them like hourly employees. As exempt employees, we are required to work as many hours as it takes to get the job done, whether that be 60 hours, 40 hours, or 30 hours. We are paid the same salary regardless of # of hours worked. How do you justify forcing exempt employees to make up 2 hours that they may need on occasion to tend to personal family matters?

By: John Sanford

John Sanford — Tue, 09 Sep 2008 01:09:40 +0000

In re: to Sue Rice, only if they are eligible/qualify for exempt status. There are still a lot of companies not in compliance in this area.

By: Sue

Sue — Mon, 08 Sep 2008 22:20:49 +0000

From what I understand about a fixted weekly salary for fluctuating work week, is you still have to pay extra for the overtime, but it is just half time, not overtime. Also, if the workweek doesn’t fluctuate enough, the employees can come back and sue for overtime. The fluctuating work week method of pay, needs to fluctuate more than just a couple of hours per week.

By: Courtney

Courtney — Mon, 08 Sep 2008 21:59:51 +0000

We have a similar program in place because while we are all salary, people still want flexibility within our advertised “office hours”. What we have done is that each employee teams up with another in their area or with someone who can back them up if need be. Then they are allowed to trade off days or weeks (taking turns essentially) for flex time. The stipulation is that each person should have at least 7 hours of work in for the day they flex and that they need to have 80 hours in by the end of two weeks. It seems to be working beautifully so far, as people have more flexibilty (especially now that their kids are back in school and weather is getting iffy some days) and work is still being done. It also helps manage stress levels around the office some, because there is more ability to take care of yourself as a person and as an employee.

By: Christina Freyer

Christina Freyer — Mon, 08 Sep 2008 21:46:41 +0000

Also in Referance to Sue Rice, You can only have certain employees on Salary. If you pay them salary but also pay OT you are in the same boat. You have to follow over 40 and in CA over 8.

By: Christina Freyer

Christina Freyer — Mon, 08 Sep 2008 21:45:34 +0000

In California you not only have to over 40 in a week but OT over 8 in a day. So this would not work for hourly. How do you explain this to your hourly folks without hurting feelings.

By: sue rice

sue rice — Mon, 08 Sep 2008 20:14:53 +0000

what about putting them on a fixed salary for fluctuating hours?

By: Sharon Collotta

Sharon Collotta — Mon, 08 Sep 2008 20:07:01 +0000

I am in agreement with John Sanford if these are non-exempt team members. Overtime time for non-exempt is any time over 40 hours in a consecutive 7 day period.