16. Work Schedules

Prior to implementing any alternate work schedules, please call Employee & Labor Relations to discuss advanced written notice to the union(s) and meet & confer obligations. (Dept/Division) and (Union) (4/10 and/or 9/80) Schedule Pilot Project (Name of particular units, if the entire division isn’t a part of the pilot) Goals and Duration of Pilot Project This pilot project is entered into for the period (beginning date) through (date six months later). The goals of the project are: To maintain or improve overall productivity and service to the public. To maintain or improve morale and teamwork. To provide expanded hours of service to the public. ToRead More →

Informal flex schedule arrangements involve situations wherein an employee works more than their scheduled hours on one day and, instead of being paid overtime, agrees to work fewer hours on another day. For example, an employee who normally works five 8-hour days may work 10 hours on Tuesday and 6 hours on Friday. The following is guidance on such schedules relative to overtime requirements under the Fair Labor Standards Act (FLSA) and for represented employees covered by a Memorandum of Understanding (MOU). Section I applies only to employees who are covered by the FLSA. These are employees in Work Group 1. Section II applies toRead More →

Listed below are some of the major factors to consider prior to implementing or approving any alternative work schedule: The size of the work unit – In a unit of three employees, it would be very difficult to offer a 4/10 or 9/80 schedule since any absence (vacation, sick leave, etc) which occurred on a scheduled day off would leave only one employee in the office. Workload and coverage considerations – Alternative schedules should be approved only if they do not adversely impact coverage and service levels. Seasonal work fluctuations – When an organization has periods of high activity, it may be appropriate to approveRead More →

Flexible Hours – This is a schedule where an employee works a five day per week schedule but does not work the traditional hours of 8:00 a.m.-5:00 p.m. For example, an employee with child care issues may be scheduled to work 8:30-5:00 with a ½ hour lunch break even if the office hours are 8:00-5:00. This schedule would be approved only if coverage and public service issues were not adversely impacted. Flexible hours also encompass work hours that are not the same every day. For example, if it could be accomplished without adversely impacting coverage or service levels, an employee could be scheduled to workRead More →

The County supports alternative or non-traditional work schedules that provide flexibility to employees, as long as such schedules do not impact coverage or service delivery. Examples of such alternative work schedules are “4/10”, “9/80”, telecommuting, Voluntary Time Off (VTO) and flexible hour schedules. Some of the advantages of alternative work schedules are: Flexibility to schedule work so as to balance work/family/personal responsibilities that can result in higher morale, greater productivity, and lower absenteeism. Such schedules may also allow employees to carpool, use public transportation, find easier child/dependent care arrangements, or have a smoother and less stressful commute. Alternative work schedules allow management to expand officeRead More →

Rest Breaks It is clear that providing rest breaks is beneficial to both workers and the County. Full-time workers are allowed one fifteen-minute rest break prior to and after their mid-shift meal break. Part-time workers are allowed one fifteen-minute rest break during any four-hour work shift. For most workers, this equates to a lunch break and two rest breaks – one in the morning and one in the afternoon. The fifteen-minute rest breaks are paid, the mid-shift meal break is not. Unusual circumstances may occasionally occur that do not allow workers to be released for rest breaks. Rest breaks cannot be accumulated or “banked” forRead More →