What is a flexible schedule
A flexible schedule, or flexible working hours, involves self-regulation of the start, end and total duration of a work shift or the length of the working day.
That is, an employee can start and finish work at different times on different days. In this case, the duration of the working day can be either constant on all working days or different. Note that a flexible schedule is not complete self-regulation of the beginning, end or total duration of the working day, but only partial. First, the employee and the employer come to a written agreement on the limits within which the employee has the right to independently determine the start or end time of the working day and its duration. And then he arranges his own working day, based on the agreed limits (Article 102 of the Labor Code of the Russian Federation).
Until 2021, the provisions of the “Recommendations for the application of flexible working time regimes in enterprises, institutions and organizations of sectors of the national economy” were used (approved by Resolution of the USSR State Committee for Labor No. 162, All-Union Central Council of Trade Unions No. 12–55 of May 30, 1985). According to them, with such a schedule the following were determined simultaneously:
- fixed time - a period of time when an employee works while at the workplace;
- flexible time within which the employee has the right to start and finish work at his own discretion.
Now, the allocation of a period of fixed work time is not necessary, since the document has lost force.
On a note. What is a moving schedule?
Employers sometimes confuse the concepts of flexible and flexible working, but it is important to understand that they are not the same thing.
A sliding schedule is the provision of days off according to a changing schedule (Article 100 of the Labor Code of the Russian Federation). That is, weekends fall on different days in different weeks. For example, if an organization works seven days a week, employees may be given days off in one week - Monday and Tuesday, in the second - Wednesday and Thursday, in the third - Friday and Saturday, etc.
A sliding schedule is established upon hiring by an employment contract, and for an existing employee - by an additional agreement to the employment contract. At the same time, an order is issued in free form, and the employee must be familiarized with it and signed.
Note that the employer will have to draw up work schedules for a week or month in advance and ensure that employees familiarize themselves with the schedule upon signature. This way, before the start of the work week/month, they will understand which days are weekends for them and which are working days. The minimum possible period within which employees need to be familiarized is fixed in the employment contract or in the employer’s local regulatory act, for example, in the internal labor regulations.
If the period for familiarization with the schedule is established by a certain local regulatory act, this must be indicated in the employment contract.
In order | Useful reading
Total labor from bell to bell is a relic of the era. Remote work, project employees and freelancing are changing the rules. But even if you are not in a factory, but in an office, and in front of you is not a machine, but a computer, not everything is clear.
About discipline and results
Work schedule is normal. Entrepreneurs and top managers work without it (read: around the clock). For everyone else, motivation and the labor code limit working time to an average of 40 hours a week.
Smart managers and businessmen understand that the hours an employee spends in the office mean nothing. The result will tell. Yes, it implies a certain number of hours of work, but is not a direct consequence of them. Efficiency is what matters.
Kostya always stays late at the office. He looks busy and has bags under his eyes. The management is happy: the person works so hard! Pipes! Kostya procrastinates, reads Facebook and solves his problems. When it gets hot, he strains and clears away the rubble.
Yes, he arrives at 9 and leaves at 21, but there is no result.
Olya can come to the office at 11 and leave at 17. She will work these hours and plan for the month. It seems that Olga is working at half capacity, but this is not so. She doesn't waste time on tea parties and social networks.
For her, floating will never become sinking.
Good specialists do not “go to work”, do not “get paid” and do not cross the threshold of the office when called. They understand that they are paid for the benefits the company receives.
Floating chart
This is not the invention of marginalized people who wake up at noon. This is a convenient work format for project groups, IT companies, editorial offices and other structures where Vasya’s presence at 9:00 is not critical for the work of Petya from the neighboring department and the interests of customers.
What is good about the working day from 8–11 to 17–20 hours
- People have time to resolve all personal issues in the morning or evening, without being distracted by them during the day.
- Larks and owls are happy - their biorhythms do not harm their work.
- People of creative professions produce maximum results during high tide hours.
- The loyalty of the team increases - the staff feels cared for.
Floating working hours are not a lack of discipline
Yes, by increasing the degree of loyalty or optimizing communication between branches in different time zones, you can completely delegate the schedule to employees. But this requires special control and management skills.
Regulatory documents give the go-ahead for a sliding regime if it “takes into account the interests of production, does not lead to complications in the work of the organization, and does not disrupt external relations.” Please take these conditions into account when changing your schedule.
Perhaps it’s not for nothing that the names of the “9–11” schedule refer to sports. It is flexible, floating and sliding. There is nothing in common with gymnastics, water polo and figure skating, but those who work on such a schedule can afford more. Including sports.
Strict schedule
It’s not so bad: it helps maintain discipline and reduce utility costs. In addition, in some cases the floating mode is simply not suitable.
The sales team can't start work at noon because their prospects won't be in the office by 8 p.m. It is impossible to work in isolation from partners and clients.
An office manager's rotating schedule is also a bad idea. By lunchtime he will be greeted by a mountain of accumulated tasks, and in the evening there will be no one whose tasks he must solve. Even if the entire team is “floating,” the office manager should work the traditional 9–18 hours. His tasks are related to payment and procurement, and banks, post offices and suppliers will not wait until late.
Gesture or swim
Based on the specifics of the company and departments. The sales people's working hours must coincide with the schedule of potential customers. But designers can come before 11 and leave until 20 - they are autonomous.
Swim time reduces the number of late swimmers, but chronic latecomers can still swim behind the buoys. You shouldn’t set strict limits just because of them - enter a record of working hours by week or month.
Remember: it's not about the hours spent in the office, but the result of the work.
Photo: Shutterstock.com
How to set up a flexible schedule
Working hours are a mandatory condition of an employment contract. A flexible schedule is one of the possible options (paragraph 2, part 6, article 57 of the Labor Code of the Russian Federation, article 100 of the Labor Code of the Russian Federation), in which the beginning, end or total duration of the working day is determined by agreement of the parties. To set up a flexible schedule, you need:
- fix it in the employment contract or in an additional agreement to it (Article of the Labor Code of the Russian Federation);
- issue an order in free form establishing a flexible schedule and familiarize the employee with it against signature.
Example
The text of the condition on a flexible work schedule (with a constant working day) in an employment contract may look like this: “The employee is provided with a flexible working time regime, the elements of which are:
- working day duration __ hours;
- start time: from ___ to ___ or from ___ to ___;
- fixed time: from ___ to ___ or from ___ to ____;
- break for rest and food: from ___ to ____ or from ___ to ___ for ___ duration;
- Closing time: from ___ to ___ or from ___ to ___.
The choice of the start and end time of work during these periods is determined by the employee independently, taking into account production needs.”
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How to count hours worked with a flexible schedule
With a flexible schedule, working time tracking is required. That is, all the time actually worked by the employee according to such a schedule must be reflected by the employer in the time sheet. A flexible schedule may involve different numbers of hours worked on different days, for example, an employee may work 8 hours on one day and 7 or 9 hours on another. Therefore, it is necessary to keep a summary record of working time for a certain accounting period. This is confirmed by Rostrud specialists in explanations on the website “Onlineinspektsiya.rf”.
The procedure for introducing such accounting is established by the internal labor regulations (Part Art. 102, Art. 104 of the Labor Code of the Russian Federation).
It’s easy to keep track of hours worked in the Kontur.Personnel program
Is it possible to combine a flexible schedule and part-time work?
An employment contract can simultaneously prescribe both a flexible mode and a part-time working mode - part-time or part-time work week (Article of the Labor Code of the Russian Federation). Please note, Art. 108 of the Labor Code of the Russian Federation provides for a designated time for rest and food (“lunch break”), which is not included in working hours, for any employee, including those with a flexible schedule. The exception is the situation when the daily work duration is no more than four hours. In this case, the employee may not be given a lunch break.
How does flexible scheduling affect staffing data?
In the column of the staffing table “Number of staff units” the full rate is indicated - “1” or the part-time rate is a fraction of the rate, for example, “0.5”. At the same time, a part-time job is essentially a part-time job.
If an employee has a full-time rate (“1”) and at the same time a flexible work schedule, then this schedule does not affect either the standard working hours that must be worked out or the size of the rate.
However, the staffing schedule may provide for a part-time position for a specific position. Then, when concluding an employment contract for part-time work, the same contract can stipulate that the employee has the right to determine the start and end time of his working day within the limits established by the contract. Thus, it is possible to combine part-time and flexible work schedules.
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Who is eligible for a flexible schedule?
Any employee has the right to a flexible schedule, including state or municipal employees.
Moreover, in 2021, as part of measures to prevent the spread of coronavirus infection, the Ministry of Labor of the Russian Federation developed methodological recommendations on the working regime for state civil and municipal employees. The agency recommends transferring them to a temporary flexible work schedule, since different arrival/departure times at the workplace help avoid crowding of employees.
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