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removing a flex schedule option
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removing a flex schedule option
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We have an emplyee who was given the option to work a flex schedule for the past year. Unfortunately, the schedule which allows the employee to work from home four hours per day, does not meet our cur
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Forums » Topic Forums » Work Views » removing a flex schedule option
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removing a flex schedule option
posted at 1/31/2007 9:39 AM EST
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Posts: 6
First: 6/13/2006 Last: 10/26/2007 |
We have an emplyee who was given the option to work a flex schedule for the past year. Unfortunately, the schedule which allows the employee to work from home four hours per day, does not meet our current needs. Has anyone had the experience of removing flex time as an employee option? Any sugestions for a smooth transition? |
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removing a flex schedule option
posted at 2/1/2007 2:42 AM EST
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Posts: 15
First: 11/21/2006 Last: 5/10/2007 |
I guess it depends on the circumstances that surrounded the flex schedule in the first place.
We had an employee that we gave a flex schedule to after she found out her mother was terminally ill. Several months after her mother passed away she was still going by that schedule. We met with her and let her know that we would need to go back to the original hours that we hired her for. However, I made sure to stress to her when I offered the flex time that it was temporary. So, I am not sure how this came about for you, but the transition for us was met with a little resistance but worked out just fine. |
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removing a flex schedule option
posted at 2/5/2007 8:01 AM EST
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Posts: 1783
First: 11/11/2003 Last: 5/13/2010 |
I think that you (or, rather, the employee's direct supervisor) should expect the employee to ask how it is the company's needs have changed, and how it is that her current work arrangement will no longer fit those needs.
The employee should be given a notice period so that she has the opportunity to make any appropriate adjustments (such as to day care, transportation, etc). The employee and her supervisor can work that out between them, but 30 days would probably be reasonable. If the circumstances that led the employee to request the special work arrangment still exist, you should consider the possibility that the employee will resign. While that certainly shouldn't prevent you from moving forward with the change, you still should be prepared to deal with it. |
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removing a flex schedule option
posted at 2/5/2007 10:33 AM EST
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Posts: 6
First: 6/13/2006 Last: 10/26/2007 |
Thank you Cynbrandt. I also believe 30 days is sufficient although we will probably give the employee longer. If the employee resigns, we thought about offering the option of contract work. Any ideas about that? |
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removing a flex schedule option
posted at 2/6/2007 1:26 AM EST
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Posts: 1783
First: 11/11/2003 Last: 5/13/2010 |
One should take great care classifying her as a contractor just after her employment ends. If she has the same set of responsibilities and level of oversight that she did as an employee...then she still could be construed as an employee. I'd suggest having an employment attorney with expertise in employee v. contractor classification review the terms of the contract and what the ex-employee is expected to do to make sure you're on solid ground. |
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