OMPRESSED WORKWEEK

OBJECTIVES
1. to understand the theory of
Compress Workweek;
2. to identify the different
responses of the Non-teaching
employees on the
implemented half-day work
during Saturdays; and
3. to determine the outcome of
the Compress Workweek to the
College.

INTRODUCTION
People in the
Organization
- Diversified but focus on
the attainment of the
Organizational Goals
- Most Valuable
Resources

INTRODUCTION

Employees
- Makes or Breaks
Organizations Goal
- Heart of the
Organization (Ramlall,
2006)

INTRODUCTION

Employees still needs

employees benefits
- Joseph Martocchio

Employee Benefits
By: J. Martocchio

Total Compensation
2 parts:
1. Extrinsic
2. Intrinsic

Employee Benefits
By: J. Martocchio

1. Extrinsic (Four kinds)

Core Compensation
Adjustments to Core
Compensation
Legally Required Employee
Benefits
Discretionary Employee
Benefits *
- Accommodation and Enhance benefits

Employee Benefits
By: J. Martocchio

2. Intrinsic
- Job Characteristics

Enhance Benefits
Alternative Working
Hours: (2 kinds)
Flexible Work hours
Compressed
Workweek

Flexi-time Work
Hours
is a type of alternative
work schedule that can
provide worker with
greater flexibility and
freedom in scheduling ofthe-job activities
(Tippins & Stroh, n.d.)

Compressed
Workweek
is a type of alternative
work schedule that can
provide worker with
greater flexibility and
freedom in scheduling
of-the-job activities
(Tippins & Stroh, n.d.)
CWW allows the
employees to work in a

CWW in the
Global setting
1970s - CWW was known in
some countries
Employees work 10 to 12 hours
in exchange for 2 or 3 days
vacation (Martocchio, 2006)
4/40 most commonly used
CWW (Latack & Foster)

Compressed
Workweek
Positive Effect (employees)
- create a chain effect of good
outcomes in the attendance,
absenteeism and turnovers,
job satisfaction, worker
savings, environmental
change and more on the part
of the worker (Crosby, et.al)

Compressed
Workweek
Positive Effect
(Employers)
promote companys
recruitment and
retention success

Compressed
Workweek
Most commonly
implemented in
the Manufacturing
Companies (Baltes
et.al, 1999).

CWW in the
Philippines
8 hours- Regular working hours
(Art. 83 of the Labor Code)

DOLE-D.A. 02 04
Guidelines on Implementation
of Compressed Workweek
Scheme

CWW in the Philippines

DOLE-D.A. 02 04
Guidelines on Implementation of
Compressed Workweek Scheme

Limited to construction
industries, health services,
and occupations that require
heavy manual labor, and
works that exposed the worker
to hazardous chemicals as
prescribed in the Occupational
Safety and Health Standards
(OSHS)

CWW ObjectivesPhilippines
DOLE-D.A. 02 04

1. To promote business
competitiveness and
productivity, improve
efficiency by lower operating
costs, and reduce workrelated expenses of
employees;
2. To give employers and
workers flexibility in fixing
hours of work compatible
with business requirements
and the employees need for

Different
Institutions
implementing
CWW
- Tarlac State University
- PHINMA Universities
- Manila Branch of AEB,
Inc.
- Visprint, Inc

Why CWW?

"We are doing a compressed

work week to cut cost in utility
consumption, but more
importantly, to provide our
employees with additional rest
day and more time to spend
with their families,"
- Nida Ramirez

CWW effects
-DOLE DA 02-04

Overtime pay
is minimized

CWW in
School
November 28, 2011 - March 31, 2012
MEMORANDUM D NO. 3 Series of
2011
School implemented Half-day Work During
Saturdays for Non-teaching employees
while during Weekdays, they are required
to render service more than eight hours
(8 hours and 45 minutes to be exact)
* Offices not covered: Security,
Maintenance and General Services

CWW in School
Purpose:
- For the employees to
spend more time with
their families
- afford sufficient time for
everyone to rest, refresh
and rejuvenate as well as
encourage everyones
respective spiritual

CWW in School
Work shift (options)
Monday to Friday
a. 7:30 in the morning to 5:15
in the afternoon,
b. b. 7:45 in the morning to
5:30 afternoon,
c. 8 o clock in the morning to
5:45 in the afternoon.
All options given will follow
7:45 in the morning to 12:00

CWW in School
March 21, 2012
On March 21, 2012, the Office of the
Vice President for Administration
sends an announcement to all offices
in consonance with Memorandum D
No. 3 S. of 2011. As stated,
regarding the trial run of the halfday work scheme on Saturdays for
non-teaching employees, please be
informed that this would still be
operative during Summer 2012. The
policy now warrants as long as we
continue to observe class schedules

III. DISCUSSIONS

According to Shin and

Dicker (2008)
- eight hours a day
and compressed
workweek (CWW) are
forms of shiftwork.

III. DISCUSSIONS
CWW is one strategy in saving
cost (e.g. operation) Crosby,
Richardson & Nowicki, (2008)
CWW gives more time for
home life while giving same
amount of work hours at work
and also saving money on fare
on the part of the employee.
On the part of the employer,
saving on cost and increase
employees performance are

III. DISCUSSIONS

Alfares (August,
2006)
- Employee
Scheduling is
one problem in
CWW if the

CWW
EFFECTS
Job Satisfaction
- Dwyer & Ganster
(1991)
Invites more Job
Applicants
- (Latack & Foster,
1985).
Coping Mechanism for

CWW in
PSchoollic
Offices

Administrative Code of
1987 (Section 6 of Rule
XVII)
Flexible working hours
may be allowed
sSchoolject to the
discretion of the head of
department or agency. In
no case shall the weekly

CWW Validity
Implementing CWW
is valid if it was
expressly and
voluntarily supported
by larger number of
employees.

Related
Issues
Rep. Winston Castelo filed
House Bill No. 5237
entitled An Act Mandating
Four-Day Work Week in
PSchoollic and Private
Sectors, requiring Thereby
Ten Hours of Work daily
and for other purposes.

School Policy
Faculty and Employees
Manual (FEM) of the
College, the official
working hours during
regular working days of
Non-teaching employees
shall start from Monday
Saturday, 8:00 AM to 12:00
NN and 1:00 PM to 5:00
PM.

School
Feedbacks on
CWW

Data: HRMC Survey Result

Conducted on October 2429, 2015
The content of the survey
is to check whether the
employees are amendable
of the half-day work
scheme.

School
Feedbacks on
CWW

(150) Non-teaching
employees,
n=140
- employees responded to
the survey.
From the result, 37% of the
population answered NO
and 62.1% answered YES.
The result means that the

School
Feedbacks on
CWW
Based on the
comments or
suggestions of the
employees, most of
them said that the
management should
consider No work

Schools
Advantage on
CWW
School saves energy
- Energy is a factor
of Time
School Saves water
School minimizes
wastes

Findings
School implemented
Half-day Work
during Saturdays
- that requires NonTeaching to work
beyond the regular
working hours.

Findings
School implemented
Half-day Work during
Saturdays that requires
on-Teaching to work
beyond the regular
working hours
- Adopted from CWW
Policy

Findings
School Employees
benefits from CWW:
1. More time with the
families
2. To do their personal
errands
3. Employees can enroll
to their graduate

Findings
Schools benefits from
CWW:
University was able to
save expenses on
power, water and was
able to minimize waste
Filing of Leave of
Absence (employees)

IV.
CONCLUSION
CWW is beneficial to the NonTeaching employees
- employees may enjoy their
time during the afternoon of
Saturday
- More time to spend in their
respective houses
to do household chores,
personal errands, and
most especially to a have

IV.
CONCLUSION
CWW is beneficial to
School
- Lessen Overtime Pay
- School was able to
save on Operational
Cost

V.
RECOMMENDAT
IONS
1. To fully meet the
objectives of CWW in
the University,
Management and
Union should reexamine the improve
quality work-life of
School employees; the

V.
RECOMMENDAT
IONS
1. During a seminar
attended by the
researcher, it was
stressed out that
applying the CWW in an
institution must be duly
approved first by the
DOLE. A form should be
accomplished by the
University (see Appendix

V.
RECOMMENDAT
IONS
3. It is strongly
recommended that
further study on the
CWW should be
conducted to improve
productivity and job
satisfaction of NonTeaching employees of