An agreement on the functioning of flexible working hours may replace the system of a work organisation plan.
The decision on the establishment of a flexitime system and its periodicity, content and detailed terms, including amendments, is adopted in the context of a collective work agreement, a subordinate agreement, an agreement reflecting interprofessional social dialogue or by mutual agreement between the company and the staff committee or, if there is not one, the employees concerned.
In companies where there is no joint works council, the staff committee must be informed before the introduction of a flexitime system. As from the forthcoming social elections, that power of decision will vest in the staff committee in companies with at least 150 employees.
A company which applies a flexitime system must establish a system whereby an exact timesheet statement of the hours worked is produced.
The employer is required to disclose overall timesheet statements for each organisational unit to the staff committee.
The term “overall timesheet statements for each organisational unit” means, for obvious reasons concerning the confidentiality of personal data, not reports relating to employees individually but an aggregate report for each department or other organisational structure within the company.