Employee Convenience Flexitime.
Under this system, the employee can set his own starting and finishing times. When a company agrees to this system it must conclude a labor agreement spelling out the scope of the employees covered by the system, settlement of accounts timing, working time, daily standard hours, core time and flexible time.
Of course, if a company's workers work at any convenient time, it can cause confusion in company operations. Thus a company can set a time such as 10:30 to 3:30 during which all workers shall be working, and this can be called the core work time. This kind of core time is not particularly required by law, but if it is established, it should be made clear in the labor agreement.
When a flextime system is established, the settlement of accounts for the workers shall be within one month. Work in excess of the ordinary work time constitutes overtime and requires increased compensation.
However, work on legal holidays in the flextime system can not be included in the calculaton of work time. Such work is calculated under a separate framework at higher rates. On the other hand, work on days off other than holidays are included in the calculation of work time under the flextime system and overtime pay is not specially required.
On top of this, in the execution of this kind of system, there are several regulations. Atlhough the flex time system is convenient in the sense of the employee being able to balance work time and his private life, it does create differing levels of benefits to each of the employees, based on the characteristics of each job, it can create feelings of unfairness among the employees. Thus it is important to both the employer and the employees to take a cooperative stance in the appropriate operations of such a system.