Ins and Outs of the Alternative Workweek for Nonexempt Employees

March 10, 2022 | From HRCalifornia Extra

by James W. Ward, J.D.; Employment Law Subject Matter Expert/Legal Writer and Editor, CalChamber

Throughout the pandemic, employers have had to explore and experiment with creative schedules and work arrangements to keep things going — remote work, hybrid work, flexible scheduling and all the rest. As the Omicron wave recedes and we continue taking steps to move beyond the pandemic, many employers are exploring what their workplace looks like going forward in 2022 — is it remote work, hybrid, in the office full-time, staggered shifts and schedules?

Even though we’re moving closer to “normal,” many employees want to maintain some of the remote work flexibility they had during the pandemic. Some find the traditional five-days-per-week, eight-hours-per-day schedule challenging due to childcare and schooling obligations, while others find that schedule frustrating for such reasons as time lost due to commuting and the lack of overall flexibility. Many employers are thinking about ways to accommodate this desired flexibility, which we’ve learned can often benefit both employers and employees.

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