Common use of Flexible Work Schedule Clause in Contracts

Flexible Work Schedule. Once each six (6) months, if requested by employee(s), a Department shall hold a discussion with the employee(s) at a time and place determined by the Department regarding flexible work time in the Department as a whole. This provision does not apply to Departments where a flexible scheduling policy is already accessible to employees or where a discussion with employees has occurred in the past six (6) months and has resulted in a decision not to implement flexible scheduling. A representative from the appropriate Human Resources Department and the Union may attend such discussions. Other staff and faculty, at the discretion of the Department, may also attend. Discussion involving flexible scheduling may focus on work productivity, effective and efficient delivery of quality services, administrative costs, staffing needs of the work areas involved for hour and function coverage, and other areas that may concern the employee(s), staff, faculty, supervisors, and Department. Elements of flexible schedules may include variable length of work days, variable starting and ending times (while insuring that core periods of necessary coverage are maintained), variable work week and variable appointment percentages. Once the Department makes the determination regarding the viability and nature of flexible scheduling, the Department's determination and any arrangements for flexible work schedules shall be communicated in writing with reasons for the decision to employees in the Department. If there is disagreement regarding the viability or nature of the flexible scheduling, the Department's decision shall prevail and neither the decision nor the reasons given may be grieved. However, no later than fourteen (14) calendar days after the decision is communicated to the employee(s), the decision may be appealed by employee(s) to the next level supervisor who did not have an active role in making the final decision. The employee(s) shall be given the opportunity to personally present their arguments about the installation or change of flexible schedules to the manager designated by the Employer to hear the appeal. The manager hearing the appeal shall consider the factors enumerated above and whether the department has fairly considered whether flexible scheduling is workable. There shall be a written decision denying or affirming the installation or change of a flexible schedule with an explanation of the reasons for the decision within fourteen (14) calendar days of the completion of the information gathering. Appeals of Employer decisions to terminate or change established flexible schedules may be appealed only through the procedure set forth in this section. Flexible work schedules may affect an employee's eligibility for fringe benefits. University fringe benefit rules and regulations will apply. Nothing in this section prohibits a Department's right to review, modify and schedule hours of work, or to hold additional discussions pertaining to scheduling.

Flexible Work Schedule. Once each six (6) months, if requested by employee(s), a Department shall hold a discussion with the employee(s) at a time and place determined by the Department regarding flexible work time in the Department as a whole. This provision does not apply to Departments where a flexible scheduling policy is already accessible to employees or where a discussion with employees has occurred in the past six (6) months and has resulted in a decision not to implement flexible scheduling. A representative from the appropriate Human Resources Department and the Union may attend such discussions. Other staff and faculty, at the discretion of the Department, may also attend. Discussion involving flexible scheduling may focus on work productivity, effective and efficient delivery of quality services, administrative costs, staffing needs of the work areas involved for hour and function coverage, and other areas that may concern the employee(s), staff, faculty, supervisors, and Department. Elements of flexible schedules may include variable length of work days, variable starting and ending times (while insuring that core periods of necessary coverage are maintained), variable work week and variable appointment percentages. Once the Department makes the determination regarding the viability and nature of flexible scheduling, the Department's determination and any arrangements for flexible work schedules shall be communicated in writing with reasons for the decision to employees in the Department. If there is disagreement regarding the viability or nature of the flexible scheduling, the Department's decision shall prevail and neither the decision nor the reasons given may be grieved. However, no later than fourteen (14) calendar days after the decision is communicated to the employee(s), the decision may be appealed by employee(s) to the next level supervisor who did not have an active role in making the final decision. The employee(s) shall be given the opportunity to personally present their arguments about the installation or change of flexible schedules to the manager designated by the Employer to hear the appeal. The manager hearing the appeal shall consider the factors enumerated above and whether the department has fairly considered whether flexible scheduling is workable. There shall be a written decision denying or affirming the installation or change of a flexible schedule with an explanation of the reasons for the decision within fourteen (14) calendar days of the completion of the information gathering. Appeals of Employer decisions to terminate or change established flexible schedules may be appealed only through the procedure set forth in this section. Flexible work schedules may affect an employee's eligibility for fringe benefits. University fringe benefit rules and regulations will apply. Nothing in this section prohibits a Department's right to review, modify and schedule hours of work, or to hold additional discussions pertaining to scheduling.

Flexible Work Schedule. Once Management recognizes the benefit and the necessity of allowing flexible scheduling for SUOAF members whose job responsibilities require or may allow them to deviate from a standard seven (7) hour work day, Friday through Thursday. Eligible members may be asked or request to work a flexible schedule. If a department head requests that an employee work a flexible schedule, a request must be sent to the member, in writing, prior to the start of the pay period in which the hours would be flexed. Employees who request to work a flexible schedule must make a written request and receive their department head’s written approval before flexing their schedule. 16.7.1 Upon written approval to work a flex schedule, the member may work 70 hours over a biweekly pay period. The following guidelines shall apply: (1) 70 hours must be worked over a pay period: Friday through the second Thursday of the pay period; (2) Timesheets must reflect the actual number of hours worked on each six day and the actual number of hours of accrued leave used, if any; (3) If working a flex time schedule during a pay period that includes a holiday, members must work or use accrued leave for the remaining hours, totaling 70 inclusive of the holiday(s), for the pay period; (4) Generally speaking, members may not work more than ten (10) hours per day; (5) It may be necessary or permissible to work on a Saturday or a Sunday, or on holidays, due to the particular demands of a position; (6) months, if requested by employee(s), a Department shall hold a discussion A four-day work week is permissible with the employee(sapproval of the supervisor; (7) at If a member must request accrued leave or PL time and place determined during a pay period in which they are working a flex schedule, accrued leave must be charged for the exact number of hours the member is scheduled to work on that day; (8) Members shall not be eligible to accrue or use Compensatory Time during a pay period in which a flex schedule is worked; (9) Flexible schedules are considered non-permanent. 16.7.2 Exceptions to (1) to (8) above may be made in unusual circumstances due to workload demands. All exceptions shall be committed to writing. 16.7.3 Should a situation arise that necessitates immediate response by a member, causing the Department regarding flexible work member to extend their normal workday, the member may flex that accrued time in the Department as same pay period without receiving prior written approval. 16.7.4 Any denial of a whole. This provision does not apply to Departments where request for a flexible scheduling policy is already accessible to employees or where a discussion with employees has occurred in the past six (6) months and has resulted in a decision not to implement flexible scheduling. A representative from the appropriate Human Resources Department and the Union may attend such discussions. Other staff and faculty, at the discretion of the Department, may also attend. Discussion involving flexible scheduling may focus on work productivity, effective and efficient delivery of quality services, administrative costs, staffing needs of the work areas involved for hour and function coverage, and other areas that may concern the employee(s), staff, faculty, supervisors, and Department. Elements of flexible schedules may include variable length of work days, variable starting and ending times (while insuring that core periods of necessary coverage are maintained), variable work week and variable appointment percentages. Once the Department makes the determination regarding the viability and nature of flexible scheduling, the Department's determination and any arrangements for flexible work schedules flex schedule shall be communicated in writing with reasons accompanied by a reason for the decision to employees in the Departmentdenial. If there is disagreement regarding the viability or nature of the flexible scheduling, the Department's decision shall prevail and neither the decision nor the reasons given may be grieved. However, no later than fourteen (14) calendar days after the decision is communicated to the employee(s), the decision may be appealed by employee(s) to the next level supervisor who did not have an active role in making the final decision. The employee(s) shall be given the opportunity to personally present their arguments about the installation or change of flexible schedules to the manager designated by the Employer to hear the appeal. The manager hearing the appeal shall consider the factors enumerated above and whether the department has fairly considered whether flexible scheduling is workable. There shall be a written decision denying or affirming the installation or change of Any request for a flexible schedule with an explanation of shall not be unreasonably denied. 16.7.5 SUOAF members that have been deemed non-exempt under the reasons Federal Fair Labor Standards Act (FSLA) are not eligible for the decision within fourteen (14) calendar days of the completion of the information gathering. Appeals of Employer decisions to terminate or change established flexible schedules may be appealed only through the procedure set forth in this section. Flexible work schedules may affect an employee's eligibility for fringe benefits. University fringe benefit rules and regulations will apply. Nothing in this section prohibits a Department's right to review, modify and schedule hours of work, or to hold additional discussions pertaining to scheduling.