THE CLUB SIXTY-NINE

HUMAN RESOURCES

FLEXIBLE WORKING OPTIONS

GUIDELINES ON THE ADOPTION OF THE FLEXIBLE WORK ARRANGEMENTS

DECEMBER 2019

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OVERVIEW

The Club Sixty-Nine work option guidelines will provide creative ways for staff to accomplish their work
while having a balance between work and personal commitments. Options involve non-traditional work
schedules (work hours, work days or work week), locations or job structures that is in line with the
guidelines circulated by the Department of Labor and Employment (Advisory No. 2 Series of 2010) that
also states that the adoption of flexible work arrangements provided herein shall in no case result in
diminution of existing benefits of the employees.

Implementation and effectivity of the arrangement that will be agreed upon shall be based on voluntary
agreement between employer and employees.

OPTIONS FOR FLEXIBLE WORK ARRANGEMENTS

THE CLUB SIXTY-NINE (the company) is exploring other alternative work arrangements under any
agreement and company policy/practice in accordance to the existing laws and regulations.

Below are the flexible work arrangements which may be considered among others:

1. COMPRESSED WORKWEEK – The company is giving the employee the option to consider
compressed workweek wherein the agreed upon total working hours in a normal workweek will be
coarctated by the employee within one workweek.
But each workday should not exceed twelve hours without corresponding overtime pay. This is in
pursuant to the provisions of Department Advisory No. 02 series of 2004, dated 2 December 2004.
2. GLIDDING OF FLEXI-TIME SCHEDULE – refers to the one where the employees are required to
complete the core workhours in the company but are free to determine their arrival and departure
time. In this type of flexi-time schedule the employee is required to complete agreed upon total
number of workdays within one workweek.
3. BROKEN TIME SCHEDULE – refers to the one where the work schedule is not continuous but the
work-hours within the day or weeks remain.

PROCESS FOR FLEXIBLE WORK ARRANGEMENT

First, we need to determine if a flexible work arrangement option is appropriate for the work being done.
Proper guidelines should be observed by the company and the employee to make sure that this will not
affect the operations of the company as well as the performance of the employee.

• Employees requesting for flexible work arrangement should complete an assessment tool (See
page 3-4) to determine the need for this work option.
• Submit a well written proposal letter to his/her manager or immediate superior that lays out a plan
that should be acceptable in such a way that it will not affect or will have a negative impact on the
operation of the company and is subject for approval of his/her immediate supervisor.
• Complete and Sign the Agreement on opting to the flexible work arrangement scheme of the
company. (See page 5).

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FLEXIBLE WORK ARRANGEMENT ASSESSMENT TOOL

Name: ____________________________ Position: ___________________________

Department: ________________________ Immediate Superior: __________________

Complete the questions below to help you compose your Flexible work arrangement proposal
memo.

1. What are your flexibility needs and what conditions create these needs? (what option you
choose and why?) use extra sheet if necessary

2. Enumerate the duties and responsibilities of you job and list the expectations and
deliverables set forth by your immediate superior. use extra sheet if necessary

DUTIES AND EXPECTATIONS DELIVERABLES

RESPONSIBILITIES

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3. What aspects of your job can be handled within the type of flexible arrangement you
choose?

4. What are the benefits of your flexible work arrangement to the operations of the
company?

BENEFITS HOW/WHY

5. What are the challenges as well as negative impact on the company that may come up
with this arrangement?

6. How long do you wish to be on flexible work arrangement?

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 FLEXIBLE WORK ARRANGEMENT AGREEMENT
(Sample)

The following outlines the specifics and expectations of the flexible work arrangement (FWA) which
you will assume as of (date):

The details of your (FWA) is as follows:

this portion will indicate the option you choose (e.g. compressed, gliding or broken) justifying the needs of the employee and
how it will benefit the company. In the event that the deliverables will not be met by the employee sanction will apply and the
agreement may be revoked.

TERMS AND CONDITIONS OF THE AGREEMENT

• Employee and immediate supervisor will have a meeting every month regarding the FWA of the
employee to deliberate and to discuss if some adjustments on the FWA is needed.
• This arrangement will be piloted for (duration of FWA), and the end of which time, we will review
the arrangement and determine whether or not it will continue
• If at any time this arrangement no longer serves your purposes or needs of the organization, the
arrangement may be discontinued.
• This work arrangement will only have effect on your salary (deductions for absences) if you are
unable to provide productivity report, deliverables, justify your shortened workhours and or
workweek as agreed upon and other conditions set forth and agreed upon the employee and the
immediate superior.
• It is expected that this work arrangement will not reduce your productivity and deliverables.