Deutsche Bank. Policy Implementation Guideline: Compressed Work Week

Transcription

1 Deutsche Bank Policy Implementation Guideline: Compressed Work Week

2 COMPRESSED WORK WEEK I. Definition: Re-allocation of work into fewer and longer work-days during the week. Allows an individual to work a standard work week in fewer days. II. Important Considerations: Proper policy, system controls and reporting must be in place prior to implementation. Employees and supervisor must have a significant amount of trust to successfully implement a compressed work week arrangement. A degree of control over this FWA is needed depending on the company s policies (security system, clock in hours, reporting). III. Policy Guidelines: Eligibility: Full time employees with operational tasks (e.g. support functions) Employees on shift work arrangement (e.g. nurses who work longer hours per shift but fewer shifts over a one- or two-week period, resulting in fewer night shifts as well as more days off). Types of Compressed Work Week 1 : a. 4/40 Schedule: Employees work four 10-hour days and have the 5th day off. Example Mon Tue Wed Thu Fri A 10 hours 10 hours 10 hours 10 hours Off B 10 hours 10 hours 10 hours 5 hours 5 hours C 9 hours 9 hours 9 hours 9 hours 4 hours b. 9/80 Schedule: Employees work a total of 80 hours in nine days. In most cases, employees work eight 9-hour and one 8-hour day. The 10th day is usually taken as an off day. Week Mon Tue Wed Thu Fri 1 9 hours 9 hours 9 hours 9 hours 9 hours 2 9 hours 9 hours 9 hours 8 hours Off 1 Source: Employer Alliance ( 1

3 c. 12-hour Shift Schedule under a 3-week cycle: Under the 3-week cycle above, the employee would work 48 hours on Week 1, 36 hours on Week 2 and 48 hours on Week 3. This is often adopted by organisations that require employees to work on weekends. Week Mon Tue Wed Thu Fri Sat Sun 12 1 Off Off Rest hours 2 Off Off Off Rest 12 3 Off Off Rest hours d. 5-4/9 Schedule: Employees work a week of five 9-hour days followed by a week of four 9-hour days allowing employees a day off every other week. Week Mon Tue Wed Thu Fri 1 9 hours 9 hours 9 hours 9 hours 9 hours 2 9 hours 9 hours 9 hours 9 hours Off Application and Approval Process: A typical application process for compressed work week: a. Eligible employees intending to apply for the compressed work week arrangement should discuss their intentions with their immediate supervisor. b. Employees should then apply in writing directly to the relevant approving authority and copy the appropriate individuals. c. The employee should include in the application: - Start date of compressed work week arrangement. - Supporting rationale - A recommended timeframe to review the compressed work week arrangement. A formal approval process is required for each individual application that takes into account: a. Employee s job responsibilities. b. The impact to the business and the requesting employee. c. Clear communication of expectations. 2

4 Review of Compressed Work Week Arrangement: a. A 3-month probationary period can be offered to allow supervisors to renegotiate the compressed work week arrangement if it negatively impacts business goals or an employee s performance. b. The compressed work week arrangement must be reviewed regularly to determine it meets business needs. c. The employee and supervisor must agree on a review timeline prior to commencing the compressed work week arrangement. d. Supervisor and HR may edit or discontinue the policy if it no longer meets the business needs. Expectations of Employees on Compressed Work Week: a. Employees on a compressed work week will not be excluded from being staffed on out-of-town projects and/or from having to travel as and when required by the business. b. Employees utilising the arrangement are accountable for quality and timely delivery to expectations c. Employees utilising the arrangement is aware and prepared to work outside of their normal working schedule when business need arises d. Employees utilising the arrangement is expected to remain accessible over phone in order to attend to urgent work related matters within the defined working hours. e. Employees should not consider the arrangement an entitlement or abuse the privilege. Rewards and Salary: Typically, compressed work week will not have an impact on the employee s salary and bonus. Performance Management: The employer s standard performance management process will continue to apply for employees on compressed work week arrangement. 3

5 Checklist for Employers: Define workforce and employees eligibility. Review and determine compressed work week schedules to be made available to employees. Develop/Update policy (if required) on availability of compressed work week arrangement, workforce and eligibility. Design and send out communication to impacted workforce outlining terms and conditions of compressed work week arrangement. Receive request from eligible employees on the compressed work week arrangement. Monitor utilisation of the compressed work week arrangement to ensure it does not impact the focus on work delivery and quality of the participating employee. Outline performance improvement process if employees do not adhere to the terms and conditions of the compressed work week. 4