9/80: Flex Scheduling Explained
The 9/80 work schedule is an alternative to the traditional 40-hour workweek that offers employees more flexibility and freedom. It can be a great way to boost morale, productivity, and even recruitment and retention rates in any business. But is it right for your business? In this article, we’ll explore what a 9/80 work schedule is, how it works, its pros and cons, and whether or not it could be beneficial for your organization. So let’s dive in to find out if the 9/80 workweek could be the answer to achieving balance between work and life.
You’ll learn:
- What is a 9/80 work schedule?
- How a 9/80 workweek schedule works
- What are the pros of a 9/80 work schedule?
- What are the cons of a 9/80 work schedule?
- Is a 9/80 work schedule right for your business?
- What other flexible benefits can you offer your employees?
Ready to build your remote team?
Use the DigiWorks platform to hire, manage, and pay remote talent from all over the world.
What is a 9/80 work schedule?
It’s a compressed two-week compressed work schedule where employees work nine hours a day every Monday to Thursday, and eight hour-workday on Fridays in the first week. This means that in one week they have 44 working hours and in the next 36 working hours. The cycle then repeats again the upcoming Monday.
This alternative schedule gives employees a three-day weekend, but their scheduled day off can be any other day of the week. Business owners may offer this type of flexible schedule as it can help boost morale, productivity, recruitment and retention rates in any business. Ultimately, it’s up to each organization to decide if this type of schedule is suitable for them or not.
How a 9/80 workweek schedule works
9/80 work schedule template
A 9/80 work schedule template can be a great way to ensure you and your employees are adhering to this type of schedule. It is easy to use and allows you to quickly calculate your total hours worked throughout the week. The template will have each day listed with the clock-in and clock-out time, so all you need to do is enter the data into the document and it will automatically calculate your total hours worked each week.
This type of template can also be used by managers or supervisors who need to track their employee’s hours in order to keep track of their productivity. With this, they can easily see how many hours each employee has worked and make sure that everyone is following the 9/80 workweek schedule.
How to run payroll for a 9/80 workweek?
Running payroll for a 9/80 workweek can be tricky, but with the right tools and processes in place it can be managed easily. First, you will need to make sure that you have accurate employee data for each employee, including their clock-in and clock-out times. This is especially important if you are using a payroll system that requires manual input into the system.
Next, you should keep track of all hours worked by your employees on a daily basis so that you can accurately calculate overtime pay when necessary.
Finally, when running payroll you will need to double check your calculations to ensure they are correct before issuing payments. Additionally, it is important to maintain good communication with your employees regarding their paychecks and any changes or updates to the 9/80 work schedule.
Leave days in a 9/80 workweek schedule
Leave days are an important part of any 9/80 workweek schedule. Depending on the number of hours worked each week, employees may have varying amounts of leave time available to them. For instance, for a 9-hour workdays in a five-day workweek, they would have forty-five hours of leave time per week.
Conversely, if they work ten hours a day for four days a week, they would have forty hours of leave time per week. It is important to ensure that your employees are aware of their allotted amount of leave time and how it is allocated across their 9/80 schedule.
Additionally, employers should keep track of how much leave time an employee has used over the course of the year so that they can accurately plan for when an employee needs to take additional leave days or when they need to be compensated accordingly.
What are the pros of a 9/80 work schedule?
The 9/80 work schedule provides positive impact to both employers and employees. Employees benefit from having every other Friday off, giving them an extra day of rest and relaxation away from the office. This helps to improve employee satisfaction and reduce burnout, while also allowing for more time with family and friends. In addition, the 9/80 schedule allows for flexibility in terms of when employees can take their breaks and lunch hours throughout the week, allowing them to better manage their own time. For employers, it is a great way to save money on costs associated with overtime pay. Furthermore, it provides a solid structure that encourages efficiency and productivity among their staff.
Increased employee productivity
The 9/80 work schedule offers many advantages when it comes to increasing employee productivity. By allowing employees to have an extra day off in the middle of their two-week period schedule, they can more effectively plan and execute their tasks for the week. They also have more control over when they take their breaks, which helps them remain focused and energized throughout the day.
Furthermore, this type of schedule allows employees to opt for shorter shifts on Fridays or even take a half-day off if needed. This encourages employees to stay motivated and productive while still giving them the flexibility they need to manage their time outside of work. Ultimately, this increased efficiency leads to improved employee performance and higher levels of productivity from employees.
Higher employee recruitment and retention
Employers who offer a 9/80 work schedule often find that they are able to attract and retain employees more easily. With an extra day off every two weeks, employees are more likely to stay with their current roles for longer periods of time instead of searching for new opportunities elsewhere. Additionally, the flexible nature of the 9/80 schedule makes it appealing to job seekers who are looking for a better work-life balance.
This type of schedule also allows employers to extend benefits like paid vacation days or sick leave in an economical manner since they only need to pay these benefits when employees take longer than two-week vacations or extended breaks due to illness. By offering this type of flexible scheduling, employers can create a competitive advantage over other companies by providing employees with greater work-life balance and increased job satisfaction.
Greater flexibility and trust
Employers who implement a 9/80 work schedule often find that it offers greater flexibility and trust between employer and employee. With the extra day off every two weeks, employees are able to plan their own time more effectively, allowing them to take care of personal commitments and medical appointments without having to take vacation days.
This kind of schedule also encourages employees to be more productive and efficient with their working hours since they have less time available during the week. Additionally, an employer’s willingness to trust employees with their work schedules shows them that they’re valued members of the team and increases job satisfaction. By providing greater flexibility and trust, employers can create an environment where everyone feels respected and appreciated while still getting tasks done on time.
What are the cons of a 9/80 work schedule?
The 9/80 work schedule may sound like a great idea, but it is not without its negative impact. One of the biggest cons is that it could potentially lead to an increase in overtime hours. Because employees are working nine-hour days, they may be more likely to put in extra hours to get projects finished on time. This can lead to fatigue and burnout for some workers and can also result in lower quality of work.
Finally, some people may find it difficult to plan their lives around their work schedule when they only know what day off they will have two weeks in advance. This could mean that important appointments or social events can be missed if they fall on one of the non-workdays unexpectedly. It also means that employees will have less flexibility when planning weekend activities such as travel or family gatherings.
Potential scheduling problems
Potential scheduling problems can arise when implementing a 9/80 work schedule. If your business relies on having consistent staff in place each day, planning which employees get which days off every two weeks can be difficult. This may lead to availability issues and employee conflict over who gets a weekday off and who gets a long weekend. Small employers may also struggle as there may not be enough workers to keep the business running during the extra days off each month.
Additionally, some employees may find it hard to plan their lives around their work schedule when they only know what day off they will have two weeks in advance. This can result in missed appointments or family events if they fall on one of the non-workdays unexpectedly. Ultimately, these potential scheduling issues should be considered before deciding whether or not the 9/80 work schedule is suitable for an organization’s needs.
Payroll and overtime
Payroll and overtime can be tricky to manage under a 9/80 work schedule. Non-exempt employees typically get overtime wages if they work over 40 hours in one week, but with a 9/80 schedule, employers may end up paying four hours of overtime during the 44-hour week to non-exempt employees on a biweekly basis.
To avoid this, payroll should be run on a two-week schedule with four nine-hour days followed by one eight-hour day. Additionally, employers should set clear expectations for employees regarding the amount of overtime they are expected to work and make sure they are accurately paid for any extra hours worked. Paying attention to these details is key to making sure that payroll is properly managed when using a 9/80 work schedule.
Paid time off (PTO)
Paid time off (PTO) policies need to be adjusted when implementing a 9/80 work schedule. Generally, employees are entitled to sick days and vacation days that they can use whenever they want. But with the 9/80 schedule, these days must be taken in a certain way to ensure proper tracking and payment. For example, if an employee takes a day off on a nine-hour workday, it counts as two hours of PTO instead of one hour like it would on an eight-hour day.
Similarly, if national holidays fall on the nine-hour weeks, employers should count them as one hour of PTO for each employee instead of eight hours. To make sure everyone is properly compensated for their time off, employers should set clear expectations from the start and provide information about how PTO will work with the new schedule.
Unavailable customers and business partners
The 9/80 work schedule can present a challenge for businesses that rely on customers and business partners who are not available during the extra hours. For example, if you are open during the nine-hour workweek and your customer base is only available during the eight-hour workweek, your employees may end up working longer hours in order to serve their customers. Similarly, if your business partners are closed on the extra day of the 9/80 schedule, it could cause delays or lost opportunities.
To ensure that your company runs smoothly under this new schedule, it’s important to take time to evaluate how it will affect your customers and business partners before implementing it. Consider offering flexible work schedule or scheduling meetings around available resources so everyone can get what they need without disruption.
Is a 9/80 work schedule right for your business?
When considering implementing a 9/80 work schedule, it’s important to consider if it is the right fit for your business. Ask yourself: Does this schedule better meet the needs of my staff and customers? Will a 9/80 work schedule help my business succeed?
The 9/80 work schedule isn’t for everyone. It requires careful consideration of factors such as staff size, weekly staff requirements, and customer needs. If you rely on customers or partners who are not available during the extra hours, this could present a challenge.
In addition, take time to review the impact that a 9/80 work schedule could have on company culture and morale. This schedule can potentially reduce employee burnout and increase productivity if properly implemented, but it also might cause feelings of stress or resentment among employees if not carefully managed.
Overall, implementing a 9/80 work schedule can be beneficial for certain businesses that have the necessary resources and personnel in place to make it successful. Careful evaluation will help determine if this type of scheduling is right for your business.
What other flexible benefits can you offer your employees?
In addition to offering a 9/80 work schedule, there are many other flexible benefits that you can offer your employees. For example, offering telecommuting options or flexible hours can help employees better manage their workload while still having time for their personal commitments. You could also provide health insurance plans with different levels of coverage so each employee can choose the plan that best meets their needs.
Additionally, providing education reimbursement programs or wellness initiatives will help employees stay healthy and increase productivity. Offering employee discounts on various products or services is another great way to show appreciation and support for your staff. Finally, offering paid vacation time or family leave will give employees much-needed time off to recharge and relax. All of these options can make your workplace more attractive and improve employee morale and engagement.
Employee stipends
Employee stipends are an increasingly popular way to provide employees with the freedom to spend their benefits in a way that best fits their needs. With an employee stipend, employers set up a specific amount of money that can be used for reimbursements and expenses related to health care, wellness activities, and other areas. Employees can then use this money for whatever they want—from medical bills to gym memberships.
Stipends also offer a more flexible approach than traditional HRAs and FSA plans as there’s no need to decide in advance which expenses will be covered. This makes it easier for employees to customize their benefit package and get the most out of their employer’s contributions. Plus, employee stipends are tax-free, meaning employers don’t have to worry about withholding taxes from the employee’s paycheck. All in all, stipends offer a great way for employers to show appreciation for their staff while giving employees the freedom to choose how they spend their benefits.
Ready to build your remote team?
Use the DigiWorks platform to hire, manage, and pay remote talent from all over the world.
Conclusion
Employers looking for a way to show their appreciation and give employees more control over their benefits should consider implementing a 9/80 work schedule as well as an employee stipend. With a 9/80 work schedule, employees get an extra time off each week to rest and recharge, which can lead to increased productivity and morale in the workplace.
On top of that, employee stipends offer greater flexibility than traditional HRAs or FSAs because they allow employees to use the funds for whatever expenses they choose. This means employers can provide their staff with the freedom to decide how best to spend their benefits without having to predict which expenses will be most popular. By combining these two flexible options, employers can make sure their benefits package is engaging and robust.
Related Articles
About DigiWorks
DigiWorks is an easy-to-use platform that helps small businesses and start ups hire amazing remote talent from around the world. DigiWorks offers a way for you to hire, manage and pay people from all countries. If you find an amazing virtual assistant from Philippines, a content writer from Nigeria, or operations manager from South Africa – manage and pay your entire team from one platform with no hassle.
If you’re looking for a more affordable and sustainable option you might consider making use of a hiring platform like DigiWorks. Virtual assistant companies or platforms like DigiWorks are amazing as they not only match you with pre-vetted and assessed remote workers that can take care of all your business needs but they will also handle all onboarding and payroll needs as well.