To create an effective schedule, you’ll need to determine when you’ll have the most staffing needs. Research indicates that having less than 12 hours of rest before returning to work greatly increases the likelihood of occupational accidents. Regardless of law, it’s best practice to give employees at least 12 hours off between shifts. Other regulations may specify the amount of time between scheduled shifts. Additionally, schedule modifications must take place more than 96 hours in advance of a given shift. Certain laws may also dictate how you go about creating schedules.įor example, in Michigan, the Employee Fair Scheduling Act states that schedules must be posted 14 days prior to the beginning of the workweek. As of 2023, 14 states require paid sick leave. When creating your schedule and absence policy, you should consult federal and state labor laws. The Society for Human Resources Management is a good resource for creating an attendance policy. It should also outline criteria for job abandonment (i.e., when failure to show up for work counts as a voluntary departure from the company), as well as disciplinary action (or what counts as “excessive absenteeism”). They often don’t distinguish between causes for lateness or missed work, and can even be a violation of protected rights.Ī fair attendance policy communicates that employees are expected to arrive on-time for scheduled shifts. However, such point systems can be problematic. Some workplaces with shift schedules use a point system to punish employees for tardies and absences. They will also experience schedule conflicts that cause them to arrive late or leave early. From time to time, your employees will need to miss work. Encourage your employees to come to you immediately if a conflict arises. Ask employees to update their availability on a quarterly basis. You should also audit employee availability frequently. (To make things easy, we’ve provided an example template in the next section.) When someone is first hired, ask them to fill out a schedule availability form. The first best practice of scheduling is to respect your employees’ preferences whenever possible. With that in mind, these are our suggestions for winning schedule creation strategies. Likewise, 75% of shift workers would like a more stable and predictable schedule. Keep in mind: schedule flexibility is proven to increase both work productivity and retention. However, you can make scheduling a fair process that makes most (if not all) of your employees happy. There may be no such thing as the perfect work schedule. A compressed schedule requires employees to work 35-40 hours in less than 5 workdays. An alternative schedule is any type of working arrangement that deviates from the traditional 40-hour workweek. A seasonal schedule requires employees to work for a temporary period, typically 6 months or less. A split schedule divides an employee’s day into 2 or more parts, with unpaid interludes in between. A shift schedule requires employees to work in different time slots to fit hours of operation. A rotating schedule involves circulating employees between different shifts (i.e., day and night shifts). An on-call schedule requires availability to be “called in” during specific times. A floating schedule involves completing tasks on a non-weekly basis (i.e., machine maintenance). flextime) allows employees to determine their working hours and days. A fixed schedule consists of standardized, repeating shifts that do not vary week to week. A part-time schedule typically consists of less than 35 hours per week. A full-time schedule consists of approximately 40 working hours per week. Typically, a work schedule falls into 1 or more of the following categories: The type of work schedule may vary between different workplaces and different employees.
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