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4/10
Benefits & Compensation
4/10
Exchange ideas about health plans, retirement, work/life benefits, and employee assistance.
Some of the managers have instituted 4/10 work schedules for certain employees. I found out because I got the inevitable question: "how do we handle holiday and PTO for them?"
I don't have any expe
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Forums » Topic Forums » Benefits & Compensation » 4/10
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4/10
posted at 7/7/2009 11:24 AM EDT
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Posts: 21
First: 6/17/2009 Last: 6/21/2010 |
Some of the managers have instituted 4/10 work schedules for certain employees. I found out because I got the inevitable question: "how do we handle holiday and PTO for them?"
I don't have any experience with this so I'm asking the group. If you have 4/10 schedules, do you increase holiday pay for that group so that they get a 10 hour holiday or do you leave it at 8 and work around it? I hate to propose incurring an added cost - especially during these times. How do you handle conversion of an 8 hour/day based PTO schedule? I proposed just dividing the total hours they could accrue by 10. It gives them less days off but they are getting every Friday off compared to other employees so I feel it's fair. Also (hidden agenda alert) how would you propose to management that if a 4/10 is good enough for some, it might be good enough to offer for all? |
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4/10
posted at 7/7/2009 11:48 AM EDT
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Posts: 1047
First: 4/11/2002 Last: 9/14/2011 |
Most companies handle this pretty standardly. If a company has 10 holidays, each employee has 80 (10 x total holiday hours. If the holiday falls on a scheduled day off, the employee would get an additional 8 hours of holiday time which he or she could use at a different time. If the holiday falls on a scheduled work day, 10 hours is deducted from the 80 total hours, leaving him or her with 70 hours remaining. |
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4/10
posted at 7/7/2009 12:42 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
I like mroberts approach for a mixed schedule workforce.
As to your agenda question, you need to be careful. While a 4/10 may work for some employees (production, for example) it may not work for engineers, customer support, management, etc. Many exempts typically work 9 and 10 hour days in many companies; simply doing a 4/10 would probably only result in a 20% decrease in productivity. |
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4/10
posted at 7/7/2009 1:26 PM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
Piggybacking on Norks thought line, you admin support positions may not have the flexibility to do a 4/10 if the entire company is not taking the day off. Take technology support as an example, or HR support for that matter. If you have folks working every day, they need support every day.
Some companies are tying to stagger the day off so that the company is open every business day, but with some level of reduced staffing on a couple of days. That won't work for folks that have to be there to answer or support the operation every day. Reception is another example. |
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4/10
posted at 7/7/2009 3:22 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
to carry marknv's thought a step further, you might want to consider going to a 9/9 schedule. In that kind of system, half the employees get each Friday off and alternate. It might be a worthwhile compromise for you to consider. |
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4/10
posted at 7/9/2009 8:50 AM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
That will work in areas where you have more than 1 person in a support position.
We are a small company. We have one payroll person. We have one tech support position. I can't have them out for a planned day unless the people they support can live without those services. It might work in payroll, except she also does A/P and that is an everyday thing (writes checks to clients that must go out the day requested). But otherwise, either of the suggestions can work. |
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4/10
posted at 7/9/2009 1:37 PM EDT
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Posts: 94
First: 2/7/2008 Last: 3/21/2011 |
One thing I would add is the question of what state you are in. In CA, according to many work orders, you can only institute an alternate workweek of four 10 hour days, pursuant to the election procedures set forth in the wage order. Otherwise you violate the overtime provisions. |
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4/10
posted at 7/10/2009 10:06 AM EDT
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Posts: 35
First: 8/3/2004 Last: 6/20/2011 |
We have 2 people out of our 7 person office who work 4-10 hour days. They receive the 8 hours for the holiday just like everyone else. If the holiday is on a Friday, then their holiday is on the Thursday. they either work 2 extra hours during the week or use 2 hours of leave time for the holiday.
their leave time is accrued at the rate of 8 hours, because they are still just working 40 hours like everyone else. |
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