Alternative Work Schedule Guidelines

  • Alternate work schedules should not aversely affect the services provided to students, patients, coworkers or the public. The quantity, quality and timeliness of employee work must be enhanced or maintained.
  • All flex and compressed work schedules and changes must be approved by department heads/supervisors (and the Vice Chancellor for Administration) in advance.
  • Alternate work schedules must not cause or contribute to the need for additional staff, or for staff to work additional overtime hours.
  • It is not required that alternate work schedules be uniformly available to all positions in a department. Not every function is conducive to such alternate scheduling because of service requirements. This should not deter supervisors from approving or establishing alternate work schedules for positions where such scheduling is possible and/or would enhance services.
  • No work schedule shall be implemented that results in a full-time employee working less than their regularly scheduled number of hours during the work week or does not provide the employee with at least a 30-minute unpaid meal break.
  • Staff members on an alternate work schedule earn the same rate of pay and are eligible for the same benefit programs as if they were working on a traditional schedule.
  • Vacation and sick leave will reflect the hours scheduled for the workday. If an employee is scheduled for 9 hours on Monday and request vacation for the day, 9 hours of vacation will be recorded in the timecard.
  • During weeks where paid holidays occur, the alternate work schedule may need to be adjusted so that the 8 hours allowed for holiday pay does not reduce or increase the total hours scheduled in the workweek.
  • Appropriate coverage in the office must be maintained at all times.
  • Exempt employees have the option to request a flexible scheduled comprised of flextime hours and/or a compressed workweek.
  • Non-exempt employees should not be scheduled to work over 40 hours in one week. Flex schedules and/or compressed workweek for these personnel must be designed accordingly.
  • Management may alter flex days for individuals or program areas due to work demands or service delivery requirements in the department or may deny the use of flextime and/or compressed workweek for work purposes.
  • Schedule changes initiated by the supervisor require a 30-day notice unless parties mutually agree to the change.
  • The implementation of flexible schedules should not add a cost to the University. (Examples of added costs could include temporary staff or overtime for other employees).
  • Flexible schedules should be customized based on the department's needs, the employee's "customers" needs and the employee's needs for flexibility.
  • Alternative scheduling is a privilege (not an entitlement) that a supervisor might give to an employee. In considering an employee's proposal for an adjusted schedule, a supervisor should evaluate the employee's past work performance.
  • The Director of Human Resources (or designate) is available to consult with supervisors who are considering an employee's proposal for a flexible schedule.
  • Employees must be on site to attend meetings, training sessions or similar events or occurrences as deemed necessary by their supervisor.
  • Employees must maintain a normal workload.
  • Employees are responsible for the safety and security of all University property and proprietary information. (Telecommuting)
  • University property such as computers, printers, fax machines and other equipment loaned to an employee is the employee's responsibility while it is not on University premises. It is the employee's responsibility to make sure that their homeowners or renters insurance covers injury arising out of or relating to business use of the home. (Telecommuting)

Last modified: Feb 26, 2014
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