This is very vague question. It depends on person to person. Also working normal hours per dayor week or monthdepends on country to country as well.
Hours of Work
There are many pressures which are prompting employers to change traditional working patterns, including the pace of technological change, increasing...
This is very vague question. It depends on person to person. Also working normal hours per dayor week or monthdepends on country to country as well.
Hours of Work
There are many pressures which are prompting employers to change traditional working patterns, including the pace of technological change, increasing competition, varying seasonal pressures, customer demand and pressures to reduce working hours. Equally, employees often want to change the hours they work to achieve a better balance between work and home life. The following paragraphs describe various patterns of hours of work that some organisations are using to provide greater employee flexibility.
Jersey employment law does not set limits on how many hours people can legally work, but when hours are lengthy, employers should give proper consideration to health and safety issues and should provide adequate breaks from work.
Annual hours
What is meant by annual hours?
This is a system whereby the period of time within which full time employees must work is defined over a whole year. For example, an average 38-hour week becomes 1,732 annual hours, assuming five weeks of holiday entitlement. Once the yearly hours of work have been agreed these hours are usually distributed in a schedule. Some of the hours may be held in reserve to be used when the employer and employee agree, or they may all be used within the schedule. It will also be necessary to determine the arrangements for public holidays and overtime. Annual hours can be applied to all employees, including day workers and white collar employees.
Why introduce annual hours?
An annual hours system may be considered appropriate for one or more of the following reasons:
* to assist in the reduction of the working week
* to reduce, abolish or control overtime
* to cope with seasonal variations and/or peaks and troughs in demand
* to maximise productivity
* to help introduce technological change
* to harmonise terms and conditions of employment.
The advantages and disadvantages of annual hours
For employers annual hours can provide greater employee flexibility, reduce overtime and maximise productivity and efficiency. The benefits for employees can include improved basic pay and progress towards salaried status. Most annual hours agreements specify that employees can be asked to work extra hours at short notice which may be beneficial to employers but can reduce the freedom of employees to plan their leisure.
Introducing an annual hours system
Before introducing an annual hours system, employers should explain to employees and their representatives what is meant by the concept of annual hours and consult with them fully on any proposals. An annual work rota should be calculated and agreed before the proposals are implemented. Those groups of employees who have high overtime earnings may resist the introduction of annual hours.
Flexible working hours
A system of flexible working hours gives employees some choice over the actual times they work their contracted hours.
How do schemes usually operate?
Most schemes have a period during the day, known as core time, when employees must be present. A typical core time would be 10.00 am to 4.00 pm.
Employees may choose their starting and finishing times within flexible bands at the beginning and end of each day. These bands are typically 8.00 to 10.00 am and 4.00 pm to 6.00 pm but there is wide scope for variation depending on the core time, the hours the work place is open and the nature of the business. Some schemes also have a flexible band during the middle of the day so that employees have some choice over the time they take their lunch break.
Contracted hours are made up by employees working the core time plus hours of their choice during the flexible bands over an agreed period. This period is known as the accounting period and is typically four weeks long. Some schemes allow for an excess or deficit (within set limits) to be carried over to the next accounting period. Hours are credited for absences such as sickness or holidays.
Introducing flexible working hours
The scheme should be carefully planned by all those likely to be affected. A joint working party comprising representatives of management and employees is usually the best approach and any recognised trade union should be fully involved.
The working party should consider:
* whether the scheme is to be voluntary or compulsory
* what type of recording system should be used (e.g. manual, clocking or computerised)
* the degree of flexibility
* arrangements to deal with absences, or lateness
* arrangements for managing and monitoring the scheme.
When the details have been agreed there should be a trial period of, perhaps, three months to help identify and eliminate any problems. Supervisors and managers should be trained to operate the scheme.
Advantages of flexible working hours
The introduction of a flexible working hours scheme gives employees greater freedom and can make travelling easier. This can benefit employers by improving morale and reducing absence and lateness. Other benefits may include reduction in overtime and less lost time since long lunch breaks or late arrivals are not recorded as time worked.
Disadvantages of flexible working hours
There will be some costs involved in managing and administering the scheme and, if the premises are open longer, there may be increased costs for lighting and heating. Flexible working means that employees will not be in work at certain times and, unless there is a system of core hours, it may not be suitable for small organisations where continuous cover is necessary
Overtime
Unless specifically provided for in the contract of employment, any requirement to work overtime is a matter for agreement between employer and employees either directly or through their trade union representatives.
Sensible use of overtime
The sensible use of overtime can result in a more flexible workforce. For example, it can be used to:
* undertake work such as maintenance that can only be done outside production hours
* deal with temporary bottlenecks
* meet temporary increases in demand
* cover absence or labour shortages
* meet customer requirements.
The main arguments against overtime
The regular use of high levels of overtime is expensive. It may cause problems by reducing management's ability to cope with unexpected demand and may act as a disincentive to complete work during normal working hours. It may also affect an employee's social life and, perhaps, lead to health problems. Payment for overtime is variable and an over-dependence on it may cause problems when it is no longer available.
How should overtime pay be calculated?
The basic hourly rate is often used as the basis for calculating overtime. Time and a third or time and a half is commonly paid for overtime on Mondays - Saturdays and higher rates are often paid on Sundays and bank holidays, although time off in lieu with pay is a statutory requirement when staff are required to work on bank and Public holidays.
Overtime rates are a matter for agreement between employer and employee or their representatives, and are not set out in any law.
Reducing overtime
Any reduction in overtime should be planned in consultation with employees and their representatives.
Attempts to control overtime may include:
* inserting a clause in an agreement to reduce overtime
* giving time off in lieu
* increasing the basic hourly rate to compensate for any reduced overtime
* reducing hours but deferring the time at which overtime rates start, so that the first hour or two of overtime is at flat rate
* introducing annual hours.
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