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Frequently Asked
Questions about Compressed Workweeks
If exempt employees are already working five10-hour days per
week, why should we allow a four-day compressed workweek and
lose productivity?
Exempt employees need to understand that they are being paid to
get a job done, not put in a certain number of hours. If an
employee is working 50 hours a week, it might not make sense to
try to do his or her job in four days. The days would be very
long. Having a compressed workweek could help employees and
managers look more carefully at the work that needs to be done
to see if some aspects could be done more efficiently.
I'm a manager and feel I need five day a week coverage. How
can I allow employees to work compressed workweeks?
It might mean combining compressed workweeks with other
scheduling arrangements. If some employees are working flextime,
others are on compressed workweeks and still others are on
standard schedules, a manager should be able to achieve the
needed coverage. Employees on compressed workweeks can also take
different days off to provide coverage. For example, one
employee might take Tuesdays off and another might take
Thursdays off.
What if an employee is scheduled to be traveling or in
training on a compressed workweek "flex" day?
Employees on standard schedules occasionally have to work on
days they're scheduled to be off, too - either a weekend day or
a vacation day. The situation is no different for employees on FWAs. Hopefully employees will have some control in planning
their business trips and training so that they can be
accomplished during their scheduled work days. Employees might
also consider changing a flex day or going back to a standard
schedule during periods of travel or training. |
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