Flexible Work Arrangements: Variable Schedules

Variable Schedules are useful when the department's or the employee's needs are somewhat unpredictable.

Examples:

• An employee has a long commute, and has to drop off an infant at day care and another at school before arriving at work. Thus, it is difficult to arrive at precisely the same time each day.
• A department has significant peaks and valleys of activity; as a result, some days staff need to be in early and stay late, while at other times shorter hours will suffice.
• The employee volunteers at his child's school, and likes to vary his schedule a bit when there are special school events.
• An employee must take a disabled adult to frequent medical appointments at varying times and days.

Other considerations:

• Most employees want flexibility only within a very narrow range (such as half an hour at either end of the day). By giving employees this little extra bit of control over their lives, supervisors can often see significant results in terms of morale and productivity.
• Variable schedules can minimize tensions for employees who, for whatever reason, have difficulty getting to work at a precise hour. By making it clear that regardless of when the employee arrives (within the specific flex parameters), the employee is expected to work a specified number of hours before leaving, department can assure that they are receiving full value for salaries paid.
• Variable schedules can enhance productivity by assuring that employees are only at work when they are truly ready to work-as opposed to being harried and distracted.
• To be effective, variable schedules require careful planning to ensure consistency of coverage and communication. Everyone affected should know how and when to reach the employee. Provision should be made for emergency situations.
• Variable schedules usually work best when they include requirements that the employee be present during a fixed core period (which should include staff meetings), so that the person is not out of the loop. Failure to include this requirement can be detrimental to both the employee and the department.