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Flextime Guidelines for Supervisors

  • In considering an employee's proposal for an adjusted schedule, a supervisor should evaluate the employee's past work performance.
  • In making decisions about flexible scheduling options, please keep in mind the legal distinctions between nonexempt (hourly) and exempt (salaried) employees. Those distinctions may affect scheduling options.

Exempt/Nonexempt staff distinction:

Nonexempt Staff As stated in the Staff Handbook under the Overtime section, hours worked by each nonexempt employee in excess of 40 hours in a workweek must receive overtime pay and be approved by their supervisor. The official or legal workweek at the College is from 12:01 a.m. Monday through 12:00 a.m. midnight at the end of the day on Sunday. Each nonexempt employee is required to keep a daily record of hours worked.

Exempt Staff: Exempt staff are paid on a salary basis. Exempt staff are paid "to get the job done" as opposed to being paid for the exact hours worked each workweek.

Flexible scheduling options may include:

  1. Variations in start and end times (e.g., 7:30 AM to 4:00 PM or 6:00 AM to 2:30 PM)
  2. Compressed work week (e.g., working the same # of hours in a four-day workweek or nine out of ten-day cycle)

A supervisor who establishes a flexible schedule should insure that their department is adequately covered and customer service is fully functioning for the entire regular business day. Departments implementing flexible schedules must maintain or increase service levels to their constituents. Employees working on a flexible schedule must maintain or increase personal productivity levels.

The implementation of flexible schedules should not add a cost to the College. (Examples of added costs could include temporary staff or overtime for other employees).

Flexible schedules should be customized based on the department's needs, customer needs and the employee's need for flexibility. It is imperative to carefully consider who the customer is.

Interdependence of tasks within a department and with other departments must be considered.

In considering flextime for an employee, the needs of co-workers who are on a different schedule should be evaluated and balanced with the needs of the requesting employee. Reasonable accommodation is expected by both the requesting employee and co-workers to make a flexible schedule successful.

Each flexible scheduling arrangement should be implemented on a trial basis, with evaluation points occurring at the supervisor's discretion. Supervisors need to set clear expectations and goals so that results are measurable.

Human Resources is available to consult with supervisors who are considering an employee's proposal for a flexible schedule. The Director of Human Resources must approve a flexible scheduling arrangement for a member of the LCCSSA per the collective bargaining agreement, Section 7.7, Flextime.

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