Variable week schedule A type of flexible work schedule containing core hours on each workday in the biweekly pay period and in which a full-time employee has a basic work requirement of 80 hours for the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday or the number of hours each week within the limits established for the organization. Initiating a New or Continuing an Existing Arrangement General 1. Pay for Sunday Work A full-time who performs regularly scheduled nonovertime work during a period of duty, part of which is performed on Sunday, is entitled to Sunday premium pay 25 percent of the rate of basic pay for the entire period of work up to 8 hours. No, the flextime schedule arrangement does not follow you when moving to a new department. This is a concern in the state I am in, though maybe it is not a concern everywhere. However, the slackers ruined it for everyone. Ok, that depends on how the work week is structured.
Boss 3: Work 8 hours each day Monday-Friday. Top 10 Benefits of Flexible Work Policies for Companies. Sunday premium pay may be paid only when an employee works on Sunday, with the exception of paid leave and excused absence, and then only when permitted by law. Hiring, firing and supervising subordinates may also qualify an employee as exempt from overtime pay. In my position, I had to work a number of evening events where I would end up logging many additional hours.
Biweekly pay period The 2-week period for which an employee is scheduled to perform work. This is what it took for me. Same if they worked on a weekend — They are getting their time in and their work done. Overtime Work Overtime work is work in excess of 8 hours in a day or 40 hours in a workweek, ordered in advance by management. For four decades, academic papers have contributed to the increased knowledge and interest in flexible working.
This has been great, thanks Alison and commenters! Basic work requirement The number of hours, excluding overtime hours, an employee is required to work or to account for by charging leave, credit hours, excused absence, holiday hours, compensatory time off, or time off as an award. If an early dismissal occurs during or after the employee's daily tour of duty, the employee will be charged for credit hours that have already been used. To do so implies that theyare actually non-exempt, and that can spell big trouble. Some managers were giving people unofficial comp time for this stuff, but were told to stop because of union conflicts. Public employers reserve the right to restrict comp time to only specific employees, positions, or schedules i.
I get 75% of what a 40 hr a week employee doing my position would make. Non-exempt employees must take all flex hours off within the forty 40 hour work week in which the variable hours are worked, and exempt employees must take all flex hours off within the eighty 80 hour pay period in which the variable hours are worked. For example, in California, overtime is required when employees work more than 8 hours in a day, not more than 40 hours in a week. Agencies may develop schedules tailored to meet their specific needs. Compensatory Time Off requests for compensatory time off in lieu of overtime pay may be approved only for irregular or occasional overtime work by an employee as defined in 5 U. Overtime: Which Should You Offer Employees? Readers unfamiliar with the terminology of alternative work schedules will find it helpful to review these definitions.
Once approved, flextime schedule arrangements must be reviewed annually, at the beginning of each calendar year, by the supervisor to determine if the arrangement is still a viable option for the department. In certain industries and disciplines, such as , flextime permits workers to vary their schedule. Sometimes this involves travel and yes, of course it counts as work. I think the way you phrase this here has got to be causing some congnitive dissonance for your employees. A work schedule submitted in advance of the administrative work week also may be used by an agency as the basis for determining the number of hours to pay a part-time employee on a holiday.
A full-time employee must work 80 hours in biweekly pay period and must be scheduled to work on fewer than 10 workdays. As long as they came in the front door, they were paid for the day even if they left after an hour or two. Employers need to familiarize themselves with these guidelines or seek the help of a professional. As far as I can tell, the inconsistent interpretations are driven by individual personality and past employment experiences. Ask too many questions about it during the interview stage, and you can forget a call back. Comp time for non-exempt, salaried employees is not allowed in the private sector. Negatives of Flexible Work Schedules.
Under , a flexible work schedule includes designated hours and days when an must be present for work. When I actually need you in the office on those days. Potential for more convenient commute. Except in cases where emergency operations require, notice of a change in work schedule arising from other than transfer or promotion shall be given to the affected employee not less than seven 7 calendar days prior to the effective date of the schedule change. If travel time creates of work see the previous paragraphs of this section, above the employee must be compensated by payment of overtime pay or under the rules for granting or requiring compensatory time off. Non-exempt employees must be paid overtime.