As summer arrives, certain companies may profit from adjusting their operating hours. Find out whether your company can benefit from summer hours.
What you’ll discover:
As business slows and employees desire to take vacation time, many firms implement a summer timetable to help minimize expenses. Summer hours may be set up as decreased hours across the board or as a modified schedule that permits workers to work longer hours but fewer days per week. The former technique may lower payroll expenses, but the second may reduce overhead even if payroll remains constant. The development of remote work has prompted many organizations to reconsider their summer schedules, since summer hours tend to boost morale and job satisfaction. Here’s a deeper look at some of the most often asked questions concerning summer hours for organizations employing remote employees.
The answer is determined on the type of the company.
If your firm tends to slow down over the summer, providing your remote workers the option to work fewer hours without sacrificing income or status may enhance morale. Since your workers are not on-site, it may not significantly reduce your expenses, but it may make your employees more productive when they clock in.
Making Fridays meeting-free days is an option to lowering hours during the summer.
Remote workers, like in-person employees, are covered under employment regulations. Employers should, in general, make the same schedule accessible to all workers, or at least all employees in comparable roles. Failing to do so may result in discrimination lawsuits at worst and emotions of animosity at best.
But, you may confine a summer timetable to one kind of staff if necessary. For example, if you want your customer-facing staff to be present throughout the summer but not your other employees as often, you may be able to provide a flexible schedule to the latter group. Just make sure your rules are explicit in your employee handbook and consult with a lawyer before implementing this sort of policy.
The answer depends on how earnings are paid, the structure of the summer hours schedule, and the terms of your work contracts. Summer hours frequently have little effect on income for salaried workers who are not paid on an hourly basis. Less hours may result in reduced compensation for hourly workers.
Other firms, on the other hand, may plan summer hours such that workers work more hours while taking more days off. In this situation, the remuneration would remain the same until and until specific overtime criteria were met.
Employees who lose their jobs or have their hours cut are entitled to unemployment benefits. The amount of hours you may eliminate before your hourly employees become unemployed varies by state. You should examine your state’s rules to ensure you are aware of the hazards of reducing hours too drastically.
It is also critical to get input from your personnel. If employee retention is a top goal, employees who require the hours may look for job elsewhere.
If you wish to introduce summer hours, create a clear guideline for your Employee Handbook. This will assist your personnel understand what is expected of them. These are some policy provisions to consider:
A written policy included in your Employee Handbook gives clear directions for workers as well as vital legal protection for your company.
