Occasions may arise when flextime must be suspended temporarily because of departmental work load, vacations, or other reasons. Supervision can be exercised by measuring productivity. However, this does not require that supervisors be present during all hours worked by employees. Departments are encouraged to work with employees to approve needs for flextime when it is possible to do so without decreasing work efficiency.Īdequate supervision must be provided for employees on flextime. Salaried exempt employees will not be given time off in trade for hours worked on an "hour-for-hour basis" when considering flexibility.įlextime schedules must be approved by the immediate supervisor and by an administrator one level above the supervisor. When monthly paid salaried exempt employees are frequently expected to work significantly more than 40 hours in a work week, departments are encouraged to offer them flexibility in arranging work schedules. ![]() Full-time hourly paid employees, whether on flextime or other scheduling, are required to take an unpaid lunch break of at least 30 minutes. Units should consider whether the flexible schedule will cause the hourly paid employee to work more than 40 hours in one work week, thus incurring eligibility for overtime compensation or earning compensatory time off. Flextime scheduling allows employees to maintain a work schedule other than normal university hours while balancing work/home and wellness activities. Regardless of flextime scheduling, all offices should be sufficiently staffed to maintain regular operations during normal university hours described above.įlexible scheduling for hourly paid employees can incorporate varying times for arrival, lunch and departure time, or a four day work week of ten hours worked per dayīecause the university is committed to wellness for its employees, departments are encouraged to use flexible scheduling, for example allowing a longer lunch break with an adjustment of arrival and/or departure time to remain at the same FTE to facilitate employees' ability to engage in wellness activities when it is possible to do so without decreasing work efficiency.įull-time regular employees are scheduled to work 40 hours per work week and must be paid for actual hours worked. Alternative Work Arrangements / Flextime SchedulingĪbout.Departments may institute a schedule of flexible working hours for office/service and managerial/professional employees, provided it does not increase staffing costs or decrease departmental efficiency. Abuse of rest periods may result in loss of the privilege. Rest periods not taken will be forfeited. Rest periods may not be "saved" to shorten the employee's workday, to extend lunch breaks, or to alter the work schedule in any way. NOTE: Rest periods are an employment privilege. An employee who believes the department is abusing the rest period policy should contact Human Resources. At such times employee cooperation is expected. If conditions warrant, employees may be asked to work through the normally scheduled rest period. At departmental discretion other employees may receive rest breaks. Rest Period − Work schedules provide for one paid 15-minute rest period for each consecutive four hours worked. Lunch Break − Work schedules for hourly paid staff normally include an unpaid lunch break of at least 30 minutes. An employee will be informed of work schedules by the immediate supervisor. Thursday and continues through 11:00 p.m. Normal work hours at the university are 8:00 a.m. The usual work schedule is 40 hours per week, Monday through Friday. ![]() Read the policyEmployees must follow established work schedules. Nothing in this policy shall be construed to prevail over requirements of state and federal law.Įmployees must follow established work schedules. As such, employees must notify supervisors of requested leave as promptly as possible. Unpredictable attendance is particularly detrimental to planning and organizational efficiency and employee morale. Notwithstanding the leave benefits offered to UNL employees, unpredictable attendance, habitual tardiness, and absenteeism are considerations in the evaluation of performance and are cause for corrective action up to and including dismissal. Such attendance is essential to the performance of any UNL position. Therefore, attendance at work must be reliable, predictable, regular, and prompt. That is, a 1.00 FTE position provides tasks and responsibilities that will completely occupy a full-time employee while at work. ![]() Read the policyEmployment positions at UNL have been evaluated and designed so that the duties are commensurate with the FTE.
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