Implementation
Compressed Workweek agreement
In the final stages of implementing the Compressed Workweek arrangement, the management should meet with the HR team to draft guidelines for employees on the Compressed Workweek schedule and their immediate supervisors. When doing so, the management should consider the organisation’s peak days. This is often done by referring to a sales analysis. |
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If there is/are fixed peak day/s, organisations are encouraged to allow employee to select their off day/s as long as it does not fall on peak day/s. It should also gather feedback from the concerns faced by employees to ensure that guidelines clearly address those concerns.
Organisations can consider awarding employees (on a 40-hour workweek) an additional 4 hours for a 3/12 schedule. This will act as an incentive if the employee works on weekends and reduce weekend overtime payments as there are often less employees willing to work on weekends.
As employees will not be working a full 5-day workweek, the management has to decide on how pay would be calculated if employee needs to work on an off-day.As many employees who choose to work a compressed workweek arrangement value leisure time, organisations can offer additional leave benefits instead of overtime payments in such cases.
Once all the factors have been considered and any issues or concerns addressed, an agreement between the employee and the organisation which clearly outlines the work schedule, equipment used, and any other relevant details of the Compressed Workweek arrangement, should be drafted. This is to ensure a mutual understanding of roles and expectations.
A list of factors to include in a Compressed Workweek Agreement
is provided here for reference:
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