Skip to main content

Recruitment/Flexible Work Options

FLEXIBLE WORK OPTIONS


What You Need To Know

As you look for workers, it is important to know that flexible work options may work for your business and also be suitable for potential employees.  You may also want to visit this list if a current employee has a request for a workplace accommodation.

Flexible Work OptionDescription
Flexible time
  • Flexible start and end times.
  • Works well for employees who are not on front lines or those with independent work routines.
Compressed work week
  • Longer days and shorter work week, e.g., four 10-hour days rather than the regular five days per week with eight-hour days.
  • Attractive to individuals who prefer more time off work.
Part-time
  • Various forms, e.g., shorter week, shorter days, a set number of days per month, etc.
  • Particularly attractive to some individuals who either provide care for someone, is in school, has self-employment, or has determined that part-time work is sufficient.
Job sharing
  • Two part-time employees share responsibility for one full-time salaried position.
  • Appeals to team-oriented people who want a part-time schedule.
Contract work
  • The worker is engaged on an as-needed basis or for a fixed term.
  • This may be of interest to any number of people for a variety of reasons.
Leave of absence
  • The worker takes paid or unpaid leave with the guarantee their job will be held upon their return.
  • Leaves have wide appeal in various forms, e.g. travel, sabbatical, semi-retirement, etc.
  • Any of the above options depending on the interests of the individual.
Phased retirement
  • Applies to those nearing retirement as well as those who have retired but choose to continue working.

Why You Need To Know

Having flexible work options may be useful for several reasons:

  • Accommodating to meet individual employee needs can be well received by employees.
  • It may help in attracting and keeping good workers.
  • It may help boost morale in the workplace.

Being flexible may require some upfront planning and/or additional costs. You may also consider piloting flexible workplace programs to determine suitability for your workplace.

 

What You Need To Do

You need to know if your budget will allow you to implement some of the options before you announce them to employees.

Consult with your employees. Ask what they value and how you might introduce their suggestions to create a flexible workplace.

Comments

Post a Comment

Popular posts from this blog

Textile Jobs

 A leading knits company is hiring Suitable Candidate for the following positions. 1. Manager Marketing (Male) Experience: 6-8 years in knits division Qualification: MBA Marketing. 2. Senior Merchandiser (Male) Experience: 4-5 years of knits garments. Qualification: B.E (I.E)/Textile Engineering or MBA Marketing. 3. Manager - Quality Control. (Male) Experience: 4-5 years of knits garments. Qualification: Graduate 4. Finishing In-charge (Male) Experience: 4-5 years in knits garments. 5. Sample man (Male) Experience: 4-5 years in knits sample departs. Location: S.I.T.E. Karachi Interested and eligible candidates are encouraged to apply by emailing their resumes at ismail.humaira@rehanusmanfabrics.com Kindly mention position in the subject Candidates from diverse background are encouraged to apply. Good Luck!
Post a Comment
Read more

Job Description Template

Job Description Template   Organization Name:    _________________________________________________   Title of Job:                    _________________________________________________   Date:                              _________________________________________________   Prepared by:                  _________________________________________________   Supervisor:                     _________________________________________________   Main Responsibilities  (why this job exists)   Describe in one or two sentences what this position is expec...
Post a Comment
Read more

POLICIES & PROCEDURES

POLICIES & PROCEDURES What You Need To Know The following employment related legislation is the legal foundation for provincially regulated employers: Employment Standards Act Human Rights Act Youth Employment Act Occupational Health and Safety Act Workers Compensation Act Privacy Act Depending on the nature of your business, other pieces of legislation may also apply to your workplace. At a minimum, employers need to comply with all legislation.  Many employers will have internal policies and procedures to communicate rights, roles, and responsibilities on a number of different matters, including those required by legislation. Policies identify the broad principles/standards for expected workplace action, behaviour, and/or compliance.  The procedure may outline step-by-step instructions, such as templates, forms, or simple visual aids. Policies identify “what” the standard is while a procedure addresses “how” the standard is implemented. A large number of HR-related matte...
Post a Comment
Read more