1. 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 work from 8:00 a.m.-5:00 p.m. on Monday, Wednesday and Friday and 7:00-4:00 on Tuesday and Thursday in order to accommodate a school schedule. Flexible hours are not designed to allow employees to vary their schedules on a daily basis, as this would severely hamper the supervisor’s ability to schedule work.
  2. 9/80 Schedule – Under the 9/80 schedule, an employee works 80 hours in nine, rather than ten, working days per pay period. The employee works eight 9-hour days, and one 8-hour day each pay period, and has one day off. The 8-hour day and the off day must fall on the same day of the week (e.g. off first Wednesday and 8-hour day second Wednesday). The Fair Labor Standard Act (FLSA) requires that employees working a 9/80 schedule must sign a declaration defining the work schedule. In order to implement a 9/80 schedule, you must notify the union(s) of your intent to do so and must meet and confer with the union over the terms and conditions of the schedule. After meeting and conferring, a written agreement is developed, and is signed off on by management and the union. Prior to discussing 9/80 schedules with staff, contact Employee & Labor Relations.
  3. 4/10 Schedule – Under a 4/10 schedule, employees work eight 10-hour days per period, with two days off. In order to preclude payment of overtime, no more than forty hours can be worked in any week, thus, the two off days in the pay period must fall on opposite weeks. The off days do not have to be the same day of the week (e.g. the employee could work Monday-Thursday the first week of each pay period and Tuesday-Friday the second week). Prior to discussing 4/10 schedules with staff, contact Employee & Labor Relations. We have consulted with the Labor Commissioner’s Office and have been advised that the overtime after 8-hours law does not apply to the public sector.
  4. Voluntary Time Off – VTO is a formal program that allows employee to request a reduction in their work hours by 1%, 2%, 5%, 10% or 20%. If approved, the employee’s hourly salary rate is reduced by the same percentage. Requests for VTO are subject to Department Head approval.
  5. Telecommuting – The Telecommuting Program allows approved employees to work at a site other than a County office (usually home) and is a privilege, not a right. In order to apply to participate, an employee must complete an application that is reviewed by management. If approved, the employee and his/her supervisor must participate in a training session and develop a written telecommuting contract. Telecommuting may be terminated at the request of either the telecommuter or management.
2015-04-02