What Is 9/80 Schedule? 9/80 work schedule is a 4-day, 80-hour workweek. It’s an alternative to the traditional 5-day, 40 hour week with two additional days off.
The idea of working four 10-hour days in a row for a total of 40 hours per week may sound like a dream come true, but there are both pros and cons that you need to consider before implementing this schedule at your company.
We have created this guide to help you better understand all aspects of 9/80 scheduling so that you can make the most informed decision possible when it comes time for implementation!
- 1 What is 9/80 schedule? Definitions
- 2 9/80 schedule: potential pitfalls
- 3 How does a 9/80 work schedule operate?
- 4 Pros and Cons of 9/80 work schedule
- 5 How do you run payroll for a 9/80 work schedule?
- 6 Is a 9/80 work schedule right for your business?
What is 9/80 schedule? Definitions
“9/80s work schedule” is a compressed work arrangement that consists of eight 9-hour days, one 8 hour day and one off for every two weeks. Employees typically have four nine hour periods in which they’re on duty with an additional 4 hours allotted as their break between each week’s worth of 24 total operating hours (5 x 4). The first three 5-day spans are referred to as “wks 1 through 3,” followed by another designation such as ‘week 4’ when those same units become available again after being refreshed from initial use at beginning or end depending upon preference).
The key to successfully adhering the 9/80 work week is by keeping in mind that both weeks end with 40-hour schedules and overtime wages will not be applied.
9/80 schedule: potential pitfalls
- A day of sick leave equals nine hours unless it’s on the eight-hour workday.
- If a holiday falls on the scheduled day off, employees receive 8 hours of personal leave to be used within 12 months from that date.
- If a holiday falls on a 9-hour work day, the time record should read 8 hours of paid leave and 1 hour as vacation.
- The law requires nonexempt employees who work more than 40 hours in the standard week to be paid 1.5 times their regular hourly fee, up until a total of 8 hours per day or 120 for those working five days each without overtime payment as well as premium holiday rates such as Thanksgiving and Christmas which may add an additional 100% onto these payouts due to time off given by company policy (or face FICA tax).
A recent update passed that affects both salaried nowshes/managers at companies with less than $500 million annual revenue or “Smaller sized businesses” need not provide unpaid leave benefits but rather provide some other kind like childcare services if available within 20 minutes.
- Make sure that employees have their days off as a fixed day (usually every other Friday) and don’t let them change or switch these without prior notice. If an employee asks you for permission to take this coming Friday off instead of the one they are scheduled in, which would result in overtime hours worked during one week’s pay period; do not agree at first because thoughtfully considered decision could save money down the line if it turns out good for both parties involved!
- The alternating work day schedule must be strictly followed. The four to eight hour shift starts off on Friday, which means it will take at least 12 hours for one person in the 9/80 system but if you want overtime pay then make sure your late finish time is past noon!
How does a 9/80 work schedule operate?
A 9/80 work schedule is a system in which employees get one day off per week. Organizations that follow this scheduling pattern typically break up the seven-day cycle into four nine-hour days and one eight hour period of two four-hour periods, with each half applying to different weeks during your pay period (e.g., Monday through Friday for week 1 or Saturday & Sunday 2).
People often use these types if schedules when they want more time at home while still keeping their jobs afloat financially by also working additional hours throughout all forty five calendar days every year so as not rely completely on annual vacation leave provided under law; additionally there may be some tax advantages too!
Pros and Cons of 9/80 work schedule
With this schedule, employees will be happier and healthier. They’ll also have more time off which means they won’t need as much sick pay or vacation days because those things can now wait until their workload has died down a bit from all that hard work during the week!
Many people like taking an additional day off every once in awhile–you know what I’m talking about: The Friday night “just one day without” syndrome? But how does giving your staffof four extra paid holiday hours make them feel both physically (better rested) AND mentally(optimistic)?
One of the areas in which employers find concern is how employees will be impacted by losing coverage. They are more concerned with what happens to their productivity on an extra day off because it’s not fair for them, especially since some people have families they need time at home for or other responsibilities outside work that demand attention every single weekday morning without fail–the employer included! To solve this problem I’ve given half my team Friday off and another full one next Monday so everyone gets three.
Employers who attract long-distance commuters use their schedule as an additional incentive. They adjust schedules for those commuters so they can avoid times of heavy traffic and get to work much faster, avoiding the significant physical toll attributed to commuting!
Employees can enjoy a great balance between their personal and professional lives with this type of schedule. They get to take two days off per month, use it for doctor’s appointments or vacations as they please without worrying about missing work because there are always two scheduled in advance!
Employees with the additional hour of work every day often struggle. There is more stress and it can take a toll on them too!
Abuse and overtime
Some employees take advantage of this system, staying clocked in for additional hours while cutting into the bottom line. If you’re looking at an increase in overtime pay and difficulty managing projects due to shift changes that result from giving staff more time off work each day- consider implementing a policy where they can choose when their shift starts or ends based on personal preference instead!
Less coverage for small businesses
Small companies that have few employees may find it difficult to implement the 9/80 schedule. This is because most businesses will not be able to split their day off and increase coverage, in some cases they only have enough people for each team but not throughout every shift of work hours.
In this article we’ll talk about how small business owners can make sure they’re compliant when using time tracking software like Harvest or 29 others mentioned on our list!
Decreased productivity during the additional hour
If you’re an employer who wants to improve employee performance in the morning and evening, shift their 9/80 hours so that they work fewer days. If this means hiring more people at different times than before with overlapping shifts or working from 8am-4pm on Mondays through Thursdays while taking Fridays off for instance; it could help boost productivity!
How do you run payroll for a 9/80 work schedule?
Paying overtime is a nightmare for employers and employees. You could end up paying 4 hours of your salary when you do it wrong, but there’s an easy way to avoid this: run payroll based on two weeks instead!
PTO days are different than paid vacation because they don’t count as actual work time. It’s best to consult with your attorney, accountant and HR partners before implementing this change so that you can ensure there aren’t any legal issues related the shift in policy or damages from an employee who feels left out on their own holiday traditions due them not being given “enough rest” while having less time off overall
The main problem with PTOs isn’t just how much more difficult it may be legally maintain proper records but also: They’ll often stack up against other obligations like holidays (so if we had 4 paydays worth of annual leave built up at Christmas Time.
Is a 9/80 work schedule right for your business?
This largely depends on your industry and the size of your workforce. For example, if you are staffing software engineers who aren’t directly facing customers then a 9/80 work schedule could potentially be for them as it is more manageable than traditional 40 hour weeks or 8 hours per day with half-days off every Wednesday afternoon plus all holidays thrown into that mix too! However this wouldn’t necessarily apply in arts & crafts bakeries where staff members may need time away from their desks but also keep open availability days so they’re able to take care (or unexpectedly arrive) should an emergency arise during baking season without compromising retail service levels; additionally large restaurants might employ such schedules due not only because there’s.
With the right software, you can have your 9/80 schedule on autopilot with ZoomShift. This is because it makes copying from week-to-week easy and helps keep things running smoothly for both employers and employees alike!
The benefits don’t stop there either: What’s even better about this process? With a central source of truth like work schedules in place – people will be able to find any relevant communication such as shift cover requests or changes without hassle at all times during their shifts when needed most (since they’re always up to date).
The 9/80 schedule is a way to work fewer hours and still get more done. It’s not for everyone, but it can be an excellent choice if you’re looking to reduce your workload without having the same level of output or feeling overworked. What do you think about this type of scheduling? Would you give it a try in order to help yourself feel less stressed out and overwhelmed at work?