Weekly working time & Job Size (+ examples)

In Flowtly, understanding the concepts of Job Size and Weekly working time is crucial for effectively managing employee workloads, scheduling, and compliance with labor laws. These features play a significant role in calculating holiday entitlements and overall employee management.

Job Size

Job Size refers to the expected workload or employment capacity for an employee, expressed in terms of hours and minutes per week and additional percentage indicator of full-time employment (FTE) calculated dynamically, once "Weekly working hours" and "Job Size" are provided.

An employee with Hours per Week equal to 100% of Job Size is considered full-time.

An employee with Hours per Week equal to 50% of Job Size is considered part-time.

Job Size directly influences holiday entitlements, which are prorated based on the FTE. For instance, a part-time employee working 50% of full-time hours will receive half the holiday entitlement of a full-time employee.

Weekly working time

Weekly Working Time is the total number of working hours an employee is expected to complete in a standard week. This measure is used to manage workloads, schedule shifts, and calculate hourly wages.

Note: Weekly working time can be less than Job Size, but cannot be greater than the Job Size. This ensures that the reported working hours remain within the defined employment parameters and prevents inconsistencies in work scheduling and payroll calculations. If you will put Weekly Working time greater than Job Size, system will automatically update Job size to be equal to Weekly Working time.

Key Points:

• Standard Work Week: Defines the standard number of hours constituting a full-time work week, which typically ranges from 35 to 40 hours, depending on organizational policies and local labor laws.
• Part-Time and Flex-Time: Allows for part-time and flexible working arrangements by specifying fewer or variable hours per week.
• Overtime Calculation: Helps in determining eligibility for overtime pay when employees work beyond their stipulated hours per week.

Usage examples:

Here are detailed examples with different work schedules:

1. Standard Full-Time Employee (40 Hours per Week)

   • Scenario: A company defines its standard full-time work week as 40 hours.
   • Job Size: 40 hours (100%) - Full-Time
   • Weekly working hours: 40 hours
   • Description: Employee A works the full standard 40-hour week.
   • Holiday Entitlement: Receives full holiday entitlement based on the company’s policy for full-time employees.
   • Overtime: Any hours worked beyond 40 hours per week are considered overtime and eligible for overtime pay.
   • Use Case: An office manager working 8 hours a day, Monday to Friday, totaling 40 hours per week.

2. Full-Time Employee with Reduced Hours (35 Hours 55 Minutes per Week)

   • Scenario: A company adopts a reduced full-time work week, considering 35 hours and 55 minutes as full-time.
   • Job Size: 35 hours and 55 minutes (100%) - Full-Time
   • Weekly working time: 35 hours and 55 minutes
   • Description: Employee B works 35 hours and 55 minutes per week, which is defined as full-time by the company’s standards.
   • Holiday Entitlement: Receives full holiday entitlement based on the company’s policy for full-time employees, even though their work week is shorter than the standard 40 hours.
   • Overtime: Any hours worked beyond 35 hours and 55 minutes per week are considered overtime and eligible for overtime pay.
   • Use Case: A doctor working 7 hours Monday to Thursday and 7 hours 55 minutes on Friday, totaling 35 hours and 55 minutes per week.

3. Part-Time Employee (18 Hours per Week)

   • Scenario: A company defines a part-time role as 3/4 of a full-time position, where a full-time position is typically 40 hours.
   • Job Size:40 hours (means, employee cover only 45% of it)
   • Weekly working time: 18 hours
   • Description: Employee C works 18 hours per week, representing 45% of a full-time workload possible due to the job size.
   • Holiday Entitlement: Receives holiday entitlement prorated based on 45% of a full-time employee's entitlement.
   • Overtime: Any hours worked beyond 18 hours per week are considered overtime and eligible for overtime pay, if applicable.
   • Use Case: A part-time teacher working 4 hours a day, Monday to Wednesday, totaling 18 hours per week.