March 09, 2008
The Flextime policy states that the Company seeks to establish the place and hours of work that make the best use of our employees’ knowledge, skills, abilities, and time. The Company offers various alternative work schedules. These alternatives are flextime, compressed workweeks, part-time schedules, job-sharing, and working at home. A flextime schedule may be created to accommodate a person with a disability as long as the flextime schedule does not create an undue burden for the Company. A flextime schedule may also be created to provide intermittent leave for an employee eligible for Family or Medical Leave under federal law. An employee seeking flextime hours may be transferred to another position, with no loss in pay, to better accommodate the need for flexible hours. Only full-time, regular employees actively at work are eligible for this benefit.
Example of: Standard Policy
Alternate Work Arrangements
The Company seeks to establish the place and hours of work that make the best use of our employees’ knowledge, skills, abilities, and time. The Company offers various alternative work schedules. These alternate work arrangements are flextime, compressed workweeks, part-time schedules, job-sharing, and working at home. Department heads will apply these policies in a consistent manner.
Under flextime, an employee may start and end work within a specific time frame. The use of flextime is at the discretion of the department head. The flextime hours may be changed by the supervisor or the department head if the flextime schedule interferes with the conduct of business.
The following guidelines apply:
1. The employee is to start and stop work at the same time each day. Flextime schedules are to identify specific starting and stopping times on the hour or half-hour each day. An exception may be made for flextime schedules, just as with a regular schedule.
2. There are to be sufficient numbers of employees to meet the operating requirements of the Company at all times.
3. In a flextime schedule, the employee is expected to work 5 days a week, 8 hours a day, and 40 hours a week.
4. The employee is expected to meet or exceed all performance standards.
In a compressed workweek, the work schedule is condensed into fewer than 5 days. Overtime is not paid after 8 hours on any day in any week if a compressed workweek schedule is being used.
The following guidelines are to be used for this policy:
1. Generally, if an employee has elected to use a compressed workweek of 4 days, the employee will work 4 days even if there is a single holiday during that workweek. In other words, work will not be rescheduled in a compressed workweek for a holiday. The employee will not receive holiday pay unless there are two or more holidays in a week, unless the Company has required the employee to work a compressed workweek.
2. The compressed workweek will consist of a 40-hour workweek.
3. All benefits based on hours worked will continue to be calculated on a 40-hour workweek (i.e., vacation, hours worked to qualify for 401(k) participation, sick time, and the like).
4. Employees on a compressed workweek may be required to work overtime. This may include coming in on a scheduled day off. Overtime pay will be paid for any hours worked over 40 in one workweek.
5. Adequate employee coverage is to be maintained at all times and is to meet the operating requirements of the Company.
6. The employee is expected to meet or exceed all performance standards.
Under job-sharing, two individuals share the responsibilities of one full-time position. The two employees will have a combined total of 40 hours per week.
The following guidelines should be used for job-sharing:
1. Job-sharing may take the form of working different portions of the day, alternating days, alternating weeks, or some other combination that meets the needs of the Company. Adequate employee coverage is to be maintained at all times and is to meet the operating requirements of the Company.
2. Employees who share jobs may be required to work additional hours, including overtime hours as required by the needs of the Company.
3. Job-sharing employees are paid on an hourly basis.
4. Benefits will be paid based on the number of hours worked. Generally, employees who work fewer than 20 hours a week are considered part-time and have no benefits.
5. The employees are expected to meet or exceed all performance standards.
For selected positions for which work can be performed away from the office, the Company may approve a “work-at-home” program. Often this alternative will be used for employees who are unable to work a full schedule and who have qualified for a partial leave of absence.
For some positions, the arrangement to work out of the office may be granted on a regular basis rather than for a specific amount of time (e.g., a partial leave of absence).
The following guidelines apply:
1. The employee who works at home is expected to comply with all Company policies.
2. The employee is expected to meet or exceed all performance standards.
3. The employee is subject to discipline based on performance or violation of Company policy.
4. Work-at-home arrangements must be approved by the supervisor, department head, and the vice president of human resources.
5. Employees working at home shall comply with all applicable laws, including zoning laws and reporting of work-related injuries.
6. An employee working at home may be required to report elsewhere to perform services for the Company.
7. Employees may be required to work overtime.
1. Part-time work is continued regular scheduling for less than 20 hours per week. There are no benefits for a part-time employee.
2. An individual who is an hourly employee who works between 20 to 40 hours per week will be paid on an hourly basis and will accrue benefits on a pro rata basis. For example, if the employee works 30 hours in a workweek, that individual earns three-quarters of the applicable benefits.
3. For salaried employees exempt from overtime, pay will be adjusted as permitted by the Family and Medical Leave Act when they are working reduced hours.
4. Regular part-time employees (as opposed to those on a temporary part-time work schedule) will have reviews of employment and eligibility for raises like all other employees.
Alternative or Additional Provisions Questions.
Any employee with questions concerning flextime should contact the vice president of human resources. Coordination with other policies. The flextime policy will be coordinated with our leave policy, reasonable accommodation policy, layoff policy, part-time policy, overtime policy, and job-sharing policy.
To reduce commuting time, an employee may arrive at work before or after the normal rush hour in the morning. Similarly, to accommodate employees who need to leave earlier to pick up a dependent child or adult from daycare, employees may leave as early as 3:30 p.m.
Generally, all employees are expected to be at work from 9 a.m. to 4 p.m. Individual supervisors will approve starting times for 8-hour workdays. For example, some individuals in your department may begin work at 8 a.m. and leave at 4 p.m., others may start at 8:30 a.m. and leave at 4:30 p.m., and still others may arrive at 9 a.m. and leave at 5 p.m.
A flextime schedule may be created to accommodate a person with a disability as long as the flextime schedule does not create an undue burden for the Company. A flextime schedule may also be created to provide intermittent leave for an employee eligible for family or medical leave under federal law. An employee seeking flextime hours may be transferred to another position, with no loss in pay, to better accommodate the need for flexible hours.
Only full-time, regular employees actively at work are eligible for this benefit.