Strategy #28
Alternative Work Schedules
Support and develop an alternative work program for law enforcement agency employees.
Background
Alternate work scheduling can include flexible work hours, alternate or compressed workweeks, satellite work sites, and telecommuting. Alternative work schedules can be a viable tool for enhancing employee motivation and productivity, and alleviating workspace demands.
Actions
- Consider developing a plan that examines the feasibility of alternative work scheduling and identifies what positions could be considered for an alternative work schedule or alternative work sites.
- Implement an alternative work schedule when feasible.
- Consider traffic safety data in the development of alternative work approaches.
Benefits
- Improves morale, motivation, and effectiveness.
- Office space, parking facilities, and employer subsidized transportation costs can be reduced, and office resources can be shared.
- Enhanced employment opportunities for the disabled and mobility restricted.
- Telecommute work and public services can continue uninterrupted during natural disasters, such as earthquakes, floods, and fires, which may prevent routine access to the office.
- Communication often improves between the supervisor and the employee.
- Employee turnover rates are reduced, as are costs associated with recruitment, training, and downtime during the training and replacement periods.
- A decline in employee absenteeism and sick leave.
Other Considerations
- Requires management support.
- Shift requirements (coverage/availability)
- Not all staff may qualify or be considered for participation. For example, staff members who are frequently called on by management for input or project assignments may not be viable candidates.
- Employee supervision.
- Job objectives are highest priority.
- Once implemented it is hard to reverse.
- The planning process must consider labor/management contracts and implications.