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More Than 40 Percent of Companies Now Offer a 'Summer Friday' Perk (washingtonpost.com)
An anonymous reader shares a report: Leaving early on a Friday afternoon in June? There's a growing chance your boss has endorsed it. The percentage of companies that offer some kind of "summer Friday" arrangement -- in which companies officially permit workers, almost entirely office ones, to leave early on Friday afternoons in the summer -- is on the rise. According to a new survey of Fortune 1000 companies by CEB, the Arlington, Va.-based research and consulting firm, 42 percent of companies now officially sanction starting the weekend early (press release), a doubling of the percentage who offered the benefit in 2015, when 21 percent of companies said they did so. That big jump, says Brian Kropp, who heads the firm's human resources practice, is because the benefit is such a no-brainer for companies to offer. As flexible work arrangements have grown and the average office worker is just a text or phone call away, many people already duck out early on Friday afternoons, especially before long holiday weekends. Making it official gives the company a way to plug their generosity without spending much at all.
I'll get my things on tuesday, I'm taking monday off.
#DeleteFacebook
Productive people will work, and appreciate a company that gives them some work/life balance. OTOH, you have another segment of the population who does not produce nearly as much. I'm sure you know who they are, because all of us A-type people learn very quickly who slacks and who produces (we have to have connections to get things done ourselves).
Those second type of people are what blow things for the rest of us. Not just through getting caught abusing policies, by killing our moral to the point where we leave and work someplace else.
There is no real universal answer because there are no universal employees.
Not sure how many of you will get the reference in my subject...
-The wise argue that there are few absolutes, the fool argues that there are no probabilities.
That is actually the letter of the law for exempt employees. If you are exempt, it is simply a day off; if you are non-exempt then it is the number of scheduled hours off. When you do something different you run the risk of the department of labor considering your exempt employees to actually be non-exempt.