The two broad categories of work scheduling are flex time and regular office hours. Flex time takes many forms, with the most common form having a core period covering about half the normal or standard working hours and a flexible period where the employee is able to choose the rest of the work hours as they please. For instance, the company with an eight hour shift might require all employees to be available between 11 a.m. and 3 p.m., giving employees the option to work the standard 9 a.m. to 5 p.m. shift, come in early at 7 a.m. and leave at 3 p.m., come in at 10 a.m. and leave at 6 p.m., or develop any other schedule. The concept may extend to days worked also. For instance, the company may require everyone to work on Tuesdays, Wednesdays and Thursdays and then any two days from the remaining four days. Another form is split-hours, like say, the employee works from 11 a.m. to 3 p.m., then returns to work from 5 p.m. to 9 p.m.
Extreme cases allow employees to come and go as they please without core periods or days. For instance, some employees may prefer to work from 6 a.m. to 2 p.m., whereas another one may prefer coming in at 3 p.m. and working until 11 p.m. The concept taken to the extreme may also see someone coming in at 8 a.m. on Monday morning, working continuously to log the required 40 hours for the week, leaving at 10 p.m. Tuesday night, and returning the following Monday. Such cases of unbridled flex time are rare because long hours at a stretch reduce productivity and may conflict with many provisions of the law.
Another method is flexi-shifts, where employees are free to opt for a morning, afternoon, or night shift. Such shifts help employers reduce office space. But, absence of a core band that gathers all employees raises issues in coordinating work, conducting meetings, team or group work, and more.