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Compressed Work Week
Benefits & Compensation
Compressed Work Week
Exchange ideas about health plans, retirement, work/life benefits, and employee assistance.
Due to the drastic increase in the cost of gas, one of my clients is considering offering a compressed work schedule (4 days/ week, 10 hrs a day) to staff. The question we have is what happens on the
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Forums » Topic Forums » Benefits & Compensation » Compressed Work Week
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Compressed Work Week
posted at 6/27/2008 9:20 AM EDT
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Posts: 4
First: 6/27/2008 Last: 6/30/2008 |
Due to the drastic increase in the cost of gas, one of my clients is considering offering a compressed work schedule (4 days/ week, 10 hrs a day) to staff. The question we have is what happens on the weeks (such as the week of Thanksgiving and Christmas) where our company is closed the on the holiday and the day after. Do we require the employees to compress their week even more into a 3-day or require them to use a PTO day to cover it? Does anyone have a policy they can share? |
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Compressed Work Week
posted at 6/30/2008 5:01 AM EDT
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Posts: 2442
First: 2/12/2000 Last: 9/14/2011 |
Let me understand-You have decided to close the business during these holidays but you are not going to pay any one for this time?
Are you docking the pay of exempt employees including those not on compressed work week? Are you docking the CEO's pay so that she either takes a pay cut or gives up some PTO? |
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Compressed Work Week
posted at 6/30/2008 5:05 AM EDT
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Posts: 4
First: 6/27/2008 Last: 6/30/2008 |
No everyone gets paid on that day, but it is apart of their PTO allotment. Hence, if you are eligible for 20 PTO's for the year you really only have 18 for yourself since 2 will automatically be used for the days after Thanksgiving and Christmas. This applies to exempts and non-exempts
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Compressed Work Week
posted at 6/30/2008 5:48 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Then I suggest if you're going this way (and it still sounds a bit warped to me), then you only give 18 PTO days per year and give the days after as holidays. Mandatory take aways are never a good thing.
My preference would be that you close on those days but leave it up to the employee whether or not to use PTO to cover them. |
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Compressed Work Week
posted at 7/1/2008 6:07 AM EDT
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Posts: 1047
First: 4/11/2002 Last: 9/14/2011 |
Typically companies that have compressed work weeks track time off by hours. So if an employee has 20 PTO days, he or she has 160 (20 x PTO hours. In the case of a holiday falling on a scheduled working day, the employee would lose 2 PTO hours (10 -8). In the case of a holiday falling on a non-scheduled working day, the employee gains 8 hours of PTO. |
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Compressed Work Week
posted at 7/8/2008 5:33 AM EDT
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Posts: 1
First: 7/8/2008 Last: 7/8/2008 |
I used to work a compressed work week - 4 ten hour days. When there was a holiday, I had to revert back to regular hours for that week. So if you have a week with two holidays/mandatory day off, these employees would have to work 3 eight hour days, take the holiday for one day and PTO for the other. We wrote this into our compressed work week policy so it was very clearly stated that this sort of flexibility was expected. |
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Compressed Work Week
posted at 7/8/2008 6:07 AM EDT
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Posts: 1
First: 7/8/2008 Last: 7/8/2008 |
We have allowed a compressed work week for a few years, and it can be quite difficult to administer and make sure that there is appropriate coverage in the department, at all times. This is particularly true during the summer and around holidays.
After trying several alternatives for holiday weeks, we have settled on having people work 'normal' hours (5-day week, 8-hours a day) during the holiday week. This means that everyone receives their holiday and people aren't quite as frantic trying to finish everything in a three-day week. If people are aware of the policy ahead of time, they don't seem to mind adjusting their schedules to accommodate this change during a holiday week. |
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Compressed Work Week
posted at 7/9/2008 4:46 AM EDT
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Posts: 2
First: 7/9/2008 Last: 9/25/2008 |
My previous company used to have 4-10 shifts as part of their regular schedule. On some holidays, the company stayed open (i.e. Thanksgiving); other holidays they were closed (i.e Christmas) (the industry was gaming, in Canada)
If you were scheduled to work on a holiday where the company was closed, you received your regular 10 hours of work. If you weren't scheduled to work on the holiday where the company closed, you received a max of 8 hours stat pay. Keep in mind the company was government-run and was also regulated by provincial employement standards. In private industry, the benefits probably wouldn't be the same. |
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