A work-at-home scheme is a get-rich-quick scheme in which a victim is lured by an

offer to be employed at home, very often doing some simple task in a minimal amount
of time with a large amount of income that far exceeds the market rate for the type of
work. The true purpose of such an offer is for the perpetrator to extort money from the
victim, either by charging a fee to join the scheme, or requiring the victim to invest in
products whose resale value is misrepresented.[1]

Work-at-home schemes have been around for decades, with the classic "envelope
stuffing" scam originating in the United States during the Depression in the 1920s.[2] In
this scam, the worker is offered entry to a scheme where they can earn $2 for every
envelope they fill. After paying a small $2 fee to join the scheme, the victim is sent
a flyer template for the self-same work-from-home scheme, and told to post these
advertisements around their local area - the victim is simply "stuffing envelopes" with
flyer templates that perpetuate the scheme.[2] Originally found as ads
in newspapers or magazines, equivalents of "envelope stuffing" have expanded into
more modern media, such as television andradio ads, and on the Internet.

In some countries, law enforcement agencies work to fight work-at-home schemes. In

2006, the United States Federal Trade Commissionestablished Project False Hopes, a
federal and state law enforcement sweep that targets bogus business opportunity and
work at home scams. The crackdown involved more than 100 law enforcement actions
by the FTC, the Department of Justice, the United States Postal Inspection Service, and
law enforcement agencies in eleven states.[1]

Legitimate work-at-home opportunities do exist, and many people do their jobs in the
comfort of their own homes. But anyone seeking such an employment opportunity must
be wary of accepting a home employment offer, as only about one in 42 such ads have
been determined to be legitimate.[3] Most legitimate jobs at home require some form of
post-high-school education, such as a college degree or certificate, or trade school, and
some experience in the field in an office or other supervised setting. Additionally, many
legitimate at-home jobs are not like those in schemes are portrayed to be, as they are
often performed at least some of the time in the company's office, require more self
discipline than a traditional job, and have a higher risk of firing.
Flextime (or flexitime, flexi-time, originally derived from the German word Gleitzeit which literally means
'sliding time') is a variable work schedule, in contrast to traditional[citation needed] work arrangements
requiring employees to work a standard 9am to 5pm day. Its invention is usually credited to William
Henning. Under flextime, there is typically a core period (of approximately 50% of total working
time/working day) of the day when employees are expected to be at work (for example, between 11 am
and 3pm), while the rest of the working day is "flexitime", in which employees can choose when they
work, subject to achieving total daily, weekly or monthly hours in the region of what the employer expects,
and subject to the necessary work being done.

A flextime policy allows staff to determine when they will work, while a flexplace policy allows staff to
determine where they will work. Its practical realization can mainly be attributed to the
entrepreneurWilhelm Haller who founded Hengstler Gleitzeit - and later 'Interflex Datensysteme GmbH' in
Southern Germany where today a number of companies offer Flexitime (Gleitzeit) solutions which have
grown out of his initiative[citation needed].
What is Flexitime?
Flexitime is a scheme where an organisation gives its
employees the opportunity of a flexible working hours
arrangement

Under flexi time, there is normally a core period of the day when employees
must be at work (eg between 10 am and 4pm), whilst the rest of the
working day is "flexi time", in which staff can choose when they work,
subject to achieving total daily, weekly or monthly hours. An employee
must work between the basic core hours and has the flexibility to clock in /
out between the other hours.

An example of a typical flexi time day is below:

• Begin work between 0700 – 1000 (flexitime)

• Must be there between 1000 – 1200 (core time)
• Lunch break between 1200 – 1400 (flexible lunch hour)
• Must be there from 1400 – 1600 (core time)
• Leave between 1600 – 1900 (flexitime)

The hours you work between these times are credited to your flexi time
balance.

Most schemes allow you a credit or debit margin, often of about 8 hours.

For example, if you work a 35-hour week, then, over four weeks, you will be
obliged to work for 140 hours. If you work more than the required hours in
those four weeks then you will be in credit. If you work fewer hours then
you will be in deficit. If you exceed a stipulated credit level you might lose
those extra hours you have worked, but if you go into excess deficit you
might lose pay, have to use up annual leave to make the difference or be
disciplined.

If you have enough flexi time credit you can turn that into time off, and this
is one of the best liked features. This could be one or maybe 2 days a
month depending on your scheme.

Benefits of Flexi time

Utlising a flexi time policy in your organisation can benefit everyone

involved, employers, employees and their families.
Benefits to your organisation

Introducing flexible working could bring the following benefits to your

business.

• Greater staff morale and job satifaction. Most employers offering

flexitime working report improvments in recruitment, absenteeism and
productivity
• Reduces stress and fatigue and unfocussed employees
• Increases employee satisfaction and production
• Greater staff retention and increased ability to attract new
staff. Recruitment costs are thus reduced.
• Ability to attract a higher level of skills because the business is able to
attract and retain a skilled and more diverse workforce.
• Work time visits to doctor / dentist are in employees time
• Measures employee’s attendance – you only pay or time in attendance
(delayed arrival caused by traffic congestion, delayed trains etc. are at
emloyees expense)
• An incentive to complete tasks instead of being carried forward to the
next day as extra hours worked count towards the final targetGreater
competitiveness, for example being able to react more effectively to
changing market conditions
• Increased customer satisfaction and loyalty as a result of the above.

Benefits to your employees

• Increased opportunity to fit other commitments and activities in with

work, and make better use of their free time.
• More in control of their workloads, and manage a better balance
between life and work. Allows you to schedule your travel; time to
avoid congestion
• Allows you bank time to be used for leisure / personal activities
• Avoid the stress of commuting at peak times if their start and finish
times are staggered or if they work from home
• Personal matters can be sorted without having to take time off
• helpful for people caring for children or other dependants, but others
may find flexible working helpful too

Disadvantages of Flexi time

If the scheme is not monitored properly, there is potential for employees to

abuse the system. For example if time is recorded on paper or spreadsheets
by staff they can easily fabricate their time.
Administration of the system may make demands upon a HR department
and create additional workload.

These are the issues that Flex Planner resolves.