Flexitime Recording and Management

An automated recording system for organisations who offer employees flexible working hours and flexible leave

One of the main advantages of automating the management of flexible working hours is that employees have access to their own attendance information e.g. hours worked, flexi balances, etc. They are therefore aware of when they are close to reaching their target banked debit or credit hours and can take time off or work more hours accordingly. This, in turn, significantly reduces the number of queries to HR and payroll.

Flexible working hours helps to maintain a work and life balance

Advantages of Flexitime for Employees

  • Allows you to schedule your travel; time to avoid congestion.
  • Personal matters can be sorted without having to take time off.
  • Parents can schedule their day to pick up their children.
  • Reduces absenteeism, stress and fatigue.
  • Increases morale, employee satisfaction and productivity.

Advantages of Flexitime for Employers

  • A benefit to retain and attract new employees.
  • Measures employee’s attendance – you only pay for time in attendance (doctor/dentist appointments or delayed arrival caused by traffic congestion, delayed trains etc. are at employees expense).
  • An incentive to complete tasks instead of being carried forward to the next day as extra hours worked count towards the final target.
  • Borer Message Display TerminalBorer locker message display terminal

  • Reads MIFARE® multifunction cards or Proximity cards. The screen displays the time of day and shows attendance balance when you clock.

    The keypad has 'IN' and 'OUT' keys for out of hours clockings. The keypad also enables you to input absence notification codes.

How does Flexitime work?

An employer will agree standard or core hours that must be worked by employees as well as flexible working hours where employees can come and go as they please.

For example, an employee may agree to:

  • Arrive for work between 07:30 - 10:00 (flexitime)
  • Guarantee to be there between 10:00 - 12:00 (core time)
  • Take lunch break between 12:00 - 14:00 (flexible lunch hour)
  • Guarantee to be there form 14:00 - 16:00 (core time0
  • Leave between 16:00 - 19:30 (flexitime)

The hours worked between these times are credited. In effect,  a time bank is set up with the employer. An employee is obliged to work between the basic core hours and has the flexibility to clock in/out between the other hours. Most Flexitime schemes allow a credit or debit margin, often of about 10 hours.

For example, if a 35-hour week is worked, over four weeks the employee will ‘owe’ the employer 140 hours. These four weeks are the ‘accounting period’: work more than 140 hours in four weeks will be a credit, work fewer hours and this time will be owed to the employer.

If the employee goes beyond the credit margin into surplus, these extra hours may be forfeited; alternatively if the employee goes beyond the debit margin (into time debt), the employee might be disciplined or lose pay.

A favourite feature of flexible working hours is Flexileave. Credit hours can be turned into time off. Depending on the scheme, this might be one or two half days a month or one full day, or days added to holiday entitlement.

Borer's FUSION Flexitime Management System - the administrative advantage!

It is very labour intensive to manage and maintain a centrally administered or paper based flexitime system. Invariably, queries arise in relation to flexi balances and the process can become a very complicated one, particularly for the HR department. Implementing an automated time and attendance system makes things very easy for both employees and their managers alike.

Borer has developed FUSION and FUSION Web Interface to reduce management involvement and the administrative effort required to manage a flexitime scheme.

FUSION Web encourages staff participation in the administration of their individual flexitime accounts by providing a set of web based tools to allow them to view their own flexitime statements and suggest adjustments where they have forgotten to record or have omitted to justify absence during core time.

Managers are notified and asked to approve any adjustments requested by members of staff using management tools provided by FUSION Web. By enabling and encouraging staff participation in the administration of the flexitime scheme the administrative overhead can be significantly reduced.

  • Time Bank

    Acts as a time bank, accumulating employees' attendance, managing employee absence

  • Factual Recording

    Unbiased factual recording and reporting on actual activity

  • Management Reports

    Provides management reports allowing management to better plan staff resources

  • Employee Self-Service

    Allows employees to resolve simple queries, log requests for annual leave and make adjustments (missed clockings), which are then referred to and approved by managers prior to posting – significantly reducing time and effort in the management of the scheme

  • Management Web Interface

    Allows managers to review staff in attendance and allocate staff resources as well as approve staff web based adjustments and holiday, flexi-leave requests

  • Attendance History

    Automatically generates an attendance history and maintains a management audit trail