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Apply for a “particularly independent” position – allows flexible work hours
In a leadership position on October 21, DN addresses the issues that work time rules create, for example, in home offices, when employees want to distribute their work more throughout the day and night, rather than within a normal 7.5 hour session during the day.
In a more knowledge-based work life, this is a real problem, because employees may want to divide the workday to get results more efficiently. They like to have a task-oriented position. People are different here, while the historical roots of the law are that everyone was close to the assembly line.
On the other hand, there are safety considerations, that the employer should not impose tasks on employees beyond the afternoon and evening, which can affect family and social life in another way, when this is not the case. It will also be important for many that they are paid overtime, that hours of work are recorded and limited, and that they are therefore protected from periods of intensive work.
In some cases, the answer to greater flexibility for the individual may be for the employee himself to go to the employer and apply for a particularly independent position, see Work Environment Law § 10-12 second paragraph.
In such a position, you can work whenever you want, regardless of the working time rules of the Work Environment Act, as long as it is not harmful to health. The employer has less control over that employee, but can set requirements for deliveries and certain assistance.
Often times, these positions can also be paid higher because they don’t provide overtime pay, and then you get job protection for a higher pay. This is good, for example, when applying for a bank loan.
The downside for the employee is that the person in question is not paid overtime and there is a risk of working too hard. Therefore, before going to the employer and asking for a particularly independent job, it is a good idea to carefully consider the advantages and disadvantages, preferably together with a shop steward or a lawyer. Unions are, with some justification, concerned about abuse of these types of positions.
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The downside for the employee is that the person in question is not paid overtime and there is a risk of working too much.
