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Aug30

Full time wants part time

HI. I hope you can answer this. We are in the state of California. We have a Full time employee that is going on maternity leave. She states that when she returns from her maternity leave she only wants to come back part-time at 6 hours or less per day. Unfortunately for her position, part time does not work for my practice. I am a small dental practice with 3 full time staff members and I need her to be full time, not part time. How do I handle this with out any issues.

In general, no employer is required to create a special position or shift for an employee simply because that employee wants to set their own schedule. You do not mention that the employee is disabled in any way, but an exception might be if she does fall under ADA coverage. If this is the case, a part-time schedule may be a reasonable accommodation you could agree upon as you & the employee go through the interactive process.

Even if ADA does not apply, you may still want to consider the possibility of either allowing a job-sharing arrangement or converting one of your full-time positions into two part-time positions, especially if this is an employee you would like to retain. Today’s employees place a high value on workplace scheduling flexibility and many companies are finding that offering such options leads to lower turnover and increased morale. It may be worth at least investigating whether or not some type of non-traditional scheduling could work for your organization.

This entry was posted on Saturday, August 30th, 2014 at 12:52 pm and is filed under
Attendance Management, Human Resources Management, Workplace Management.
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2 Responses to “Full time wants part time”

  1. Ms. Neeke Says:

    Try part-time to determine if it fits your production schedule. Perhaps this employee has realized she and maybe a few others have lag time throughout the day. It could work. Another thing is how much do you value this employee?

  2. hrlady Says:

    The employer should consider allowing the employee to work part time if it doesn’t significantly affect business operations in a negative manner. The employer must also be aware that in doing so, a practice of allowing part time employment is being implemented. Thus, such practice must be considered for future similar situations. Thanks for commenting!

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