ࡱ> CEBg bjbjVV .0r<r<lllll4$,},,,,,,,$.Z1\,l,ll,}}} ll},}},}}ny)+܌u* i,,0,*1R1@+1l+},,%X,1 2: HR: 4065, p. 1 HRD: 1126, p.1 Flexible Work Schedules Scope: This policy applies to all non-faculty employees. Definitions: Compressed Work Schedule (CWS): A schedule in which the employee compresses the work schedule into fewer days or fewer full days over a one or two week period. The compressed time off will be on a day agreed to by the employee, the supervisor and the appropriate director. Example 1: An exempt 40-hour per week employee works eight 9-hour days and one 8-hour day for a total of 80 hours in a biweekly period (compressing 10 days into 9). Example 2: An exempt or non-exempt 40-hour per week employee works four 9-hour days and one 4-hour day for a total of 40 hours a week. Alternative Work Schedules (AWS): A schedule in which the employees starting and ending time each day can vary by a predetermined amount as long as core hours are worked and total weekly hours are not reduced. Example 1: An employee on an 80-hour biweekly schedule can work from 7:00 a.m. to 4:00 p.m. (with a one hour lunch) on Monday; 8:00 a.m. to 5:00 p.m. on Tuesday; 8:30 a.m. to 5:30 p.m. on Wednesday; and so on as long as core hours are covered and total weekly hours are 40. Example 2: An exempt staff employee is authorized to alter their schedule to teach a class during core work hours by adding the same amount of time they are in the classroom to their normal work schedule. Policy: To attract and retain a high performing work force, the 鶹ֱ will provide employees with latitude, if possible, in the assignment of flexible work schedules consistent with meeting the legitimate business needs of the college. Certain employees may be unable to participate in flexible scheduling due to the nature of their positions, the needs of their department, or the need for closer supervision as determined by the supervisor. Flexible work schedules must be approved by the head of the unit and the appropriate vice-president. Special Conditions Pertaining to Compressed Work Schedules (CWS): Nonexempt Employees: The Fair Labor Standards Act requires that nonexempt staff be paid time and a half for all hours worked over 40 in a workweek. HR: 4065, p. 2 HRD: 1126, p .2 Therefore, nonexempt staff are not eligible to work a compressed schedule where the total hours in a workweek exceed 40. 2. All Employees on CWS: During any week the college is closed for holiday, winter, or spring break, the college provides a holiday benefit as follows: For 37.5-hour week employee, holiday benefit is 7.5 hours per day. For 40-hour week employee, holiday benefit is 8 hours per day. Employees will receive the holiday benefit based on the normal, non-compressed work schedule, shown above, and adjust their schedules as necessary to ensure that all other hours in the pay period are worked or covered by leave. Employees will receive the emergency closing benefit based on their approved compressed work schedule. Special Conditions Pertaining to Alternative Work Schedules (AWS): A supervisors first consideration in determining an employees eligibility for an AWS will be the impact on 鶹ֱs ability to conduct business. Requests will be reviewed on a case-by-case basis. Each request will be considered based on the following factors: Nature of the responsibilities of the position and frequency requested. Need for face-to-face interaction with customers and/or co-workers and if the AWS will negatively impact this need. Need for the employee to be available for unscheduled or unanticipated job assignments and/or meetings that may conflict with the AWS. Performance appraisal rating of at least satisfactory overall on the most recent performance appraisal At least a satisfactory rating in the Accountability category in the most recent performance appraisal. Attendance record. Due to the Fair Labor Standards Act, nonexempt employees may not hold credit or noncredit part-time faculty positions unless an exception is approved by the appropriate vice president. Procedures Employee - makes written request through supervisory chain to participate in a flexible work schedule. Approved flexible work schedules can be modified by the supervisor based on the nature of the position, the needs of the department and/or the need to provide closer supervision of an employee. HR: 4065, p. 3f. HRD: 1126, p.3 f. Supervisor forwards request with recommendation through supervisory chain to vice president. Approval authority shall be at the vice president level. The vice president acts on the request and returns it via the supervisory chain to the employee. 4. All changes to flexible work schedules must be approved by the director and vice president. 5. Approved flexible work schedules and changes thereto are effective at the beginning of a pay period. Approved CWS and changes thereto must be forwarded by the supervisor to HRD prior to the effective date. 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