Common use of Flexible Work Schedules Clause in Contracts

Flexible Work Schedules. (a) Flexible Work Schedules (FWS) are schedules for which an employee may vary the length of their workday and/or workweek. For FWS, the term Basic Work Requirement means the number of hours, excluding overtime hours, which an employee is required to work or is required to account for by leave or otherwise. The administrative workweek for those on a Flexible Schedule is a period of 7 consecutive days beginning on Sunday. A flexible or compressed work schedule is a scheduled tour of duty and all work performed by an employee within the basic work requirement is considered regularly scheduled work for premium pay and hours of duty purposes (5 CFR § 610.111 (d)). Scheduled hours may vary from pay period to pay period, week-to-week, and day-to-day. An employee’s tour of duty and established work schedule will be recorded in the header of the Paycheck record. (b) The following FWS may be approved byManagement: (1) Variable day schedule is a type of FWS containing core hours on each workday in the week and in which a full-time employee has a basic work requirement of 40 hours in each week of the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday within the week within the limits established in this article. Employees must work 5 consecutive days in each week of the pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a week. (2) Variable week schedule is a type of FWS containing core hours on each workday in the biweekly pay period and in which a full-time employee has a basic work requirement of i. 80 hours for the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday or the number of hours each week within the limits established in this article. Employees must work 5 consecutive days in each week of the pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (3) Maxiflex schedule is a type of FWS in which the employee may vary the number of hours per day and the number of days per week, accounting for at least 80 hours per pay period, including core hours. There are core hours on fewer than 10 workdays per pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (4) Gliding schedule is a type of FWS in which a full-time employee has a basic work requirement of 8 hours in each day and 40 hours in each week. Employees may select a starting and stopping time each day within the established flexible hours. Employees must work 5 consecutive days in each week of the pay period. (c) A tour of duty under a FWS means the limits set by Management within which an employee must complete their basic work requirement. Employees and their supervisor are expected to communicate regularly about when and where the employee is working and what work activities are planned. (d) Flexible time bands are the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by an FWS may choose to vary their times of arrival to and departure from the work site consistent with the duties and requirements of the position. (See 5 U.S.C. § 6122 (a)(2)). Changes to the flexible time band for a flexible schedule may be negotiated to address work requirements of the work unit. (e) Core hours are a component of FWS, will be established with the supervisor and will ordinarily remain consistent after they are initially established. Core Hours are the time periods during the workday, workweek, or pay period that are within the tour of duty during which an employee covered by a flexible work schedule is required by the Agency to be present for work, or otherwise account for their time. Employees may request, and supervisors may grant permanent or temporary deviations from core hours on a case-by-case basis. 1) The default core hours for employees on Maxiflex schedules will be determined by the Supervisor and employee and include 3 days of the employee’s tour of duty from 9 a.m. to 12 p.m., excluding a meal break. 2) The default core hours for employees on Variable Day and Variable Week schedules will be 9 a.m. to 12 p.m. on each day of the tour of duty, excluding a meal break. 3) Changes to the specific clock hours designated as core hours and which days of the week are core days for the work unit may be negotiated by the Parties. (f) Credit hours are those hours within a FWS that an employee elects to work, with supervisor approval, in excess of their basic work requirement so as to vary the length of a workweek or workday. Employees on a fixed schedule (Standard or Compressed) are not eligible to earn or use credit hours. 1) Credit hours are earned at the election of the employee and cannot be assigned. An employee may not be forced to earn credit hours. No coercion may be placed on any employee for the purpose of interfering with that employee’s right under a FWS to elect a time of arrival or departure and to work or not work credit hours (5 U.S.C. § 6132). 2) Employees must request approval from their supervisor to earn credit hours, by notifying the supervisor of their intent to earn credit hours at least 2 hours in advance, including the work they plan to perform and approximate time; however, supervisors have the right to deny the earning of credit hours if there is no assigned work that may be performed during that time. Employees and supervisors may mutually agree on alternate arrangements for exceptions to obtaining prior approval regarding the earning of credit hours on a continuing basis. In either case, the supervisor shall be informed as soon as practical that the hours wereworked. 3) Employees have the option of recording credit hours earned daily or after 80 hours. 4) Credit hours may not be earned while an employee is in training. The earning of credit hours or compensation time for travel will be in accordance with existing law and regulation. 5) The use of credit hours must be scheduled and approved in advance like any other absence from work. The employee will be released from work unless there are work-related reasons. Normally, ordinary workload will not preclude this release. 6) Credit hours may be earned and used within the same biweekly pay period, but credit hours must be earned before they can be used. 7) Credit hours may be used during core hours. 8) Employees cannot be forced to use credit hours. 9) A maximum of 24 hours may be used as a credit hour carry-over from one pay period to another with flexible work schedules. Employees on part-time tours may carry over credit hours on a prorated basis of one-fourth of their part-time tour hours.

Flexible Work Schedules. An FWS allows variable hours (awithin designated flexible time bands) Flexible Work Schedules (and variable days, with set core hours. Employees, with the exception of members of the Senior Executive Service, may earn credit hours under an FWS) . i. Flexitime – commonly referred to as the “gliding schedule,” this type of AWS provides for flexible arrival, departure and lunch periods and has specified core hours in each of ten work days in the pay period. Full-time employees are schedules for which an employee may vary the length of their workday and/or workweek. For FWS, the term Basic Work Requirement means the number of hours, excluding overtime hours, which an employee is required to work during their scheduled work hours, or is required use leave, credit time, and/or compensatory time off during specified core hours and eight regular hours on each of ten work days in the bi-weekly pay period. Employees may be allowed to account for by leave or otherwise. The administrative workweek for those on a Flexible Schedule is a period of 7 consecutive days beginning on Sunday. A flexible or compressed work schedule is a scheduled tour of duty and all work performed by an employee within earn credit hours under the basic guidelines in this policy after the bi-weekly work requirement is considered regularly scheduled work met. ii. Maxiflex – this type of AWS allows for premium pay the establishment of flexible arrival and hours of duty purposes (5 CFR § 610.111 (d)). Scheduled hours may vary from pay period to pay period, week-to-weekdeparture times, and day-to-day. An employee’s tour of duty flexible lunch periods and requires that specific core hours be established work schedule will be recorded in the header on at least three days of the Paycheck record. work week. There is no daily or weekly requirement. Employees must work or account for their whereabouts, by leave, credit time, or compensatory time off, to meet their bi-weekly work requirement (b) The following FWS may be approved byManagement: (1) Variable day schedule is a type of FWS containing core 80 hours on each workday in the week and in which a for full-time employee has a basic work requirement of 40 hours in each week of the biweekly pay period, but in which an employee employees). Employees may vary the number of hours worked on a given workday within the week within the limits established in this article. Employees must they work 5 consecutive days in each day and each week for a maximum of the pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a week. (2) Variable week schedule is a type of FWS containing core hours on each workday in the biweekly pay period and in which a full-time employee has a basic work requirement of i. 80 hours for the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday or the number of hours each week within the limits established in this article. Employees must work 5 consecutive two days in each week of the pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (3) Maxiflex schedule is a type of FWS in which the employee may vary the number of hours per day and the number of days per week, accounting for at least 80 hours per pay period, including core hours. There are core hours on fewer than 10 workdays off per pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (4) Gliding schedule is a Employees working under this type of FWS in which a full-time employee has a basic work requirement of 8 hours in each day and 40 hours in each week. Employees may select a starting and stopping time each day within the established flexible hours. Employees must work 5 consecutive days in each week of the pay period. (c) A tour of duty under a FWS means the limits set by Management within which an employee must complete their basic work requirement. Employees and their supervisor are expected to communicate regularly about when and where the employee is working and what work activities are planned. (d) Flexible time bands are the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by an FWS may choose to vary their times of arrival to and departure from the work site consistent with the duties and requirements of the position. (See 5 U.S.C. § 6122 (a)(2)). Changes to the flexible time band for a flexible schedule may be negotiated to address work requirements of the work unit. (e) Core hours are a component of FWS, will be established with the supervisor and will ordinarily remain consistent after they are initially established. Core Hours are the time periods during the workday, workweek, or pay period that are within the tour of duty during which an employee covered by a flexible work schedule is required by the Agency to be present for work, or otherwise account for their time. Employees may request, and supervisors may grant permanent or temporary deviations from core hours on a case-by-case basis. 1) The default core hours for employees on Maxiflex schedules will be determined by the Supervisor and employee and include 3 days of the employee’s tour of duty from 9 a.m. to 12 p.m., excluding a meal break. 2) The default core hours for employees on Variable Day and Variable Week schedules will be 9 a.m. to 12 p.m. on each day of the tour of duty, excluding a meal break. 3) Changes to the specific clock hours designated as core hours and which days of the week are core days for the work unit may be negotiated by the Parties. (f) Credit hours are those hours within a FWS that an employee elects to work, with supervisor approval, in excess of their basic work requirement so as to vary the length of a workweek or workday. Employees on a fixed schedule (Standard or Compressed) are not eligible to earn or use credit hours. 1) Credit hours are earned at the election of the employee and cannot be assigned. An employee may not be forced to earn credit hours. No coercion may be placed on any employee for the purpose of interfering with that employee’s right under a FWS to elect a time of arrival or departure and to work or not work credit hours (5 U.S.C. § 6132). 2) Employees must request AWS should gain approval from their immediate supervisor to earn credit hours, for their “planned” schedule by notifying the supervisor beginning of their intent to earn credit hours at least 2 hours in advance, including the work they plan to perform and approximate time; however, supervisors have the right to deny the earning of credit hours if there is no assigned work that may be performed during that timeeach pay period. Employees and supervisors may mutually agree on alternate arrangements for exceptions to obtaining prior approval regarding the earning of credit hours on a continuing basis. In either case, the supervisor shall be informed as soon as practical that the hours wereworked. 3) Employees have the option of recording credit hours earned daily or after 80 hours. 4) Credit hours may not be earned while an employee is in training. The earning of credit hours or compensation time for travel will be in accordance with existing law and regulation. 5) The use of credit hours must be scheduled and approved in advance like any other absence from work. The employee will be released from work unless there are work-related reasons. Normally, ordinary workload will not preclude this release. 6) Credit hours may be earned with supervisory approval, but will not accrue until after the biweekly work requirement is met. In addition to full Maxiflex, employees have the option of working schedules similar to those under a compressed schedule as follows: (a) Maxiflex 5/4-9 – requires the employee to establish a daily schedule of nine hours on each of eight work days, eight hours on one work day and used one AWS day off per pay period. The AWS day off is established but may be “swapped” for another day within the same biweekly a pay period, but credit with prior supervisory approval. Arrival and departure time bands and core hours must be earned before they can be used. 7) are established for days on which work is scheduled. Flexible lunch periods are allowed, with prior supervisory approval. Credit hours may be used during core hoursearned, but will not accrue until after the bi-weekly work requirement has been met. 8) Employees cannot (b) Maxiflex 4/10 – requires the employee to establish a daily schedule of ten hours on each of four work days each week with one AWS day off per week. The AWS day off is scheduled on a recurring basis, but may be forced to use credit hours. 9) A maximum of 24 “swapped” for another day within a pay period, with prior supervisory approval. Arrival and departure time bands and core hours are established for days on which work is scheduled. Flexible lunch periods are allowed with prior supervisory approval. Credit hours may be used as a credit hour carryearned, but will not accrue until the bi-over from one pay period to another with flexible weekly work schedules. Employees on part-time tours may carry over credit hours on a prorated basis of one-fourth of their part-time tour hoursrequirement has been met.

Flexible Work Schedules. (a) Flexible Work Schedules (FWS) work schedules are schedules for which an employee may vary the length of their workday and/or workweek. For FWS, the term Basic Work Requirement means the number of Employees on flexible work schedules may earn and use credit hours, excluding overtime hours, which an employee is required to work or is required to account for by leave or otherwise. The administrative workweek for those on a Flexible Schedule is a period of 7 consecutive days beginning on Sunday. A Forest Service will use the following flexible or compressed work schedule is a scheduled tour of duty and all work performed by an employee within the basic work requirement is considered regularly scheduled work for premium pay and hours of duty purposes (5 CFR § 610.111 (d)). Scheduled hours may vary from pay period to pay period, week-to-week, and day-to-day. An employee’s tour of duty and established work schedule will be recorded in the header of the Paycheck record. (b) The following FWS may be approved byManagementschedules: (1a) Variable Day: Variable day schedule is a type of FWS flexible work schedule containing core hours on each workday in the week and in which a full-full- time employee has a basic work requirement of 40 hours in each week of the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday within the week within the limits established in this article. Employees must work 5 consecutive days in each week of for the pay periodorganization. For a part-time employee, the basic work requirement is the number of hours the employee must work in a week. (2b) Variable Week: Variable week schedule is a type of FWS flexible work sched- ule containing core hours on each workday in the biweekly pay period and in which a full-time employee has a basic work requirement of i. 80 hours for the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday or the number of hours each week within the limits established in this article. Employees must work 5 consecutive days in each week of for the pay periodorganization. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (3c) Maxiflex: Maxiflex schedule is a type of FWS flexible schedule in which the employee may vary the number of hours per day and the number of days per week, accounting for at least 80 hours per pay period, including core hours. There are core hours on fewer than 10 workdays per pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (4d) Gliding: Gliding schedule is a type of FWS flexible work schedule in which a full-time employee has a basic work requirement of 8 hours in each day and 40 hours in each week. Employees may select a starting and stopping time each day within the established flexible hours. Employees must work 5 consecutive days in each week of the pay period. (c) A tour of duty under a FWS means the limits set by Management within which an employee must complete their basic work requirement. Employees and their supervisor are expected to communicate regularly about when and where the employee is working and what work activities are planned. (d) Flexible time bands are the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by an FWS may choose to vary their times of arrival to and departure from the work site consistent with the duties and requirements of the position. (See 5 U.S.C. § 6122 (a)(2)). Changes to the flexible time band for a flexible schedule may be negotiated to address work requirements of the work unit. (e) Core hours are a component of FWS, will be established with the supervisor and will ordinarily remain consistent after they are initially established. Core Hours are the time periods during the workday, workweek, or pay period that are within the tour of duty during which an employee covered by a flexible work schedule is required by the Agency to be present for work, or otherwise account for their time. Employees may request, and supervisors may grant permanent or temporary deviations from core hours on a case-by-case basis. 1) The default core hours for employees on Maxiflex schedules will be determined by the Supervisor and employee and include 3 days of the employee’s tour of duty from 9 a.m. to 12 p.m., excluding a meal break. 2) The default core hours for employees on Variable Day and Variable Week schedules will be 9 a.m. to 12 p.m. on each day of the tour of duty, excluding a meal break. 3) Changes to the specific clock hours designated as core hours and which days of the week are core days for the work unit may be negotiated by the Parties. (f) Credit hours are those hours within a FWS that an employee elects to work, with supervisor approval, in excess of their basic work requirement so as to vary the length of a workweek or workday. Employees on a fixed schedule (Standard or Compressed) are not eligible to earn or use credit hours. 1) Credit hours are earned at the election of the employee and cannot be assigned. An employee may not be forced to earn credit hours. No coercion may be placed on any employee for the purpose of interfering with that employee’s right under a FWS to elect a time of arrival or departure and to work or not work credit hours (5 U.S.C. § 6132). 2) Employees must request approval from their supervisor to earn credit hours, by notifying the supervisor of their intent to earn credit hours at least 2 hours in advance, including the work they plan to perform and approximate time; however, supervisors have the right to deny the earning of credit hours if there is no assigned work that may be performed during that time. Employees and supervisors may mutually agree on alternate arrangements for exceptions to obtaining prior approval regarding the earning of credit hours on a continuing basis. In either case, the supervisor shall be informed as soon as practical that the hours wereworked. 3) Employees have the option of recording credit hours earned daily or after 80 hours. 4) Credit hours may not be earned while an employee is in training. The earning of credit hours or compensation time for travel will be in accordance with existing law and regulation. 5) The use of credit hours must be scheduled and approved in advance like any other absence from work. The employee will be released from work unless there are work-related reasons. Normally, ordinary workload will not preclude this release. 6) Credit hours may be earned and used within the same biweekly pay period, but credit hours must be earned before they can be used. 7) Credit hours may be used during core hours. 8) Employees cannot be forced to use credit hours. 9) A maximum of 24 hours may be used as a credit hour carry-over from one pay period to another with flexible work schedules. Employees on part-time tours may carry over credit hours on a prorated basis of one-fourth of their part-time tour hours.

Flexible Work Schedules. (a) Flexible Work Schedules (FWS) are schedules for which an employee may vary the length of their workday and/or workweek. For FWS, the term Basic Work Requirement means the number of hours, excluding overtime hours, which an employee is required to work or is required to account for by leave or otherwise. The administrative workweek for those on a Flexible Schedule is a period of 7 consecutive days beginning on Sunday. A flexible or compressed work schedule is a scheduled tour of duty and all work performed by an employee within the basic work requirement is considered regularly scheduled work for premium pay and hours of duty purposes (5 CFR § 610.111 (d)). Scheduled hours may vary from pay period to pay period, week-to-week, and day-to-day. An employee’s tour of duty and established work schedule will be recorded in the header of the Paycheck record. (b) The following FWS may be approved byManagementby Management: (1) Variable day schedule is a type of FWS containing core hours on each workday in the week and in which a full-time employee has a basic work requirement of 40 hours in each week of the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday within the week within the limits established in this article. Employees must work 5 consecutive days in each week of the pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a week. (2) Variable week schedule is a type of FWS containing core hours on each workday in the biweekly pay period and in which a full-time employee has a basic work requirement of i. 80 hours for the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday or the number of hours each week within the limits established in this article. Employees must work 5 consecutive days in each week of the pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period.of (3) Maxiflex schedule is a type of FWS in which the employee may vary the number of hours per day and the number of days per week, accounting for at least 80 hours per pay period, including core hours. There are core hours on fewer than 10 workdays per pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (4) Gliding schedule is a type of FWS in which a full-time employee has a basic work requirement of 8 hours in each day and 40 hours in each week. Employees may select a starting and stopping time each day within the established flexible hours. Employees must work 5 consecutive days in each week of the pay period. (c) A tour of duty under a FWS means the limits set by Management within which an employee must complete their basic work requirement. Employees and their supervisor are expected to communicate regularly about when and where the employee is working and what work activities are planned. (d) Flexible time bands are the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by an FWS may choose to vary their times of arrival to and departure from the work site consistent with the duties and requirements of the position. (See 5 U.S.C. § 6122 (a)(2)). Changes to the Employees, working with their supervisor, will establish a flexible time band for a flexible schedule may be negotiated to address work requirements of the work unit. (e) Core hours are a component of FWS, will be established with the supervisor and will ordinarily remain consistent after they are initially established. Core Hours are the time periods during the workday, workweek, or pay period that are within the tour of duty during which an employee covered by a flexible work schedule is required by the Agency to be present for work, or otherwise account for their time. Employees may request, and supervisors may grant permanent or temporary deviations from core hours on a case-by-case basis. 1) The default core hours for employees on Maxiflex schedules will be determined by the Supervisor and employee and include 3 days of the employee’s tour of duty from 9 either 6 a.m. to 12 p.m., excluding a meal break. 2) The default core hours for employees on Variable Day and Variable Week schedules will be 9 6 p.m. or 5 a.m. to 12 p.m. on each day of the tour of duty, excluding a meal break. 3) Changes to the specific clock hours designated as core hours and which days of the week are core days for the work unit may be negotiated by the Parties. (f) Credit hours are those hours within a FWS that an employee elects to work, with supervisor approval, in excess of their basic work requirement so as to vary the length of a workweek or workday. Employees on a fixed schedule (Standard or Compressed) are not eligible to earn or use credit hours. 1) Credit hours are earned at the election of the employee and cannot be assigned. An employee may not be forced to earn credit hours. No coercion may be placed on any employee for the purpose of interfering with that employee’s right under a FWS to elect a time of arrival or departure and to work or not work credit hours (5 U.S.C. § 6132). 2) Employees must request approval from their supervisor to earn credit hours, by notifying the supervisor of their intent to earn credit hours at least 2 hours in advance, including the work they plan to perform and approximate time; however, supervisors have the right to deny the earning of credit hours if there is no assigned work that may be performed during that time. Employees and supervisors may mutually agree on alternate arrangements for exceptions to obtaining prior approval regarding the earning of credit hours on a continuing basis. In either case, the supervisor shall be informed as soon as practical that the hours wereworked. 3) Employees have the option of recording credit hours earned daily or after 80 hours. 4) Credit hours may not be earned while an employee is in training. The earning of credit hours or compensation time for travel will be in accordance with existing law and regulation. 5) The use of credit hours must be scheduled and approved in advance like any other absence from work. The employee will be released from work unless there are work-related reasons. Normally, ordinary workload will not preclude this release. 6) Credit hours may be earned and used within the same biweekly pay period, but credit hours must be earned before they can be used. 7) Credit hours may be used during core hours. 8) Employees cannot be forced to use credit hours. 9) A maximum of 24 hours may be used as a credit hour carry-over from one pay period to another with flexible work schedules. Employees on part-time tours may carry over credit hours on a prorated basis of one-fourth of their part-time tour hours.10 p.m.

Flexible Work Schedules. (a) Flexible Work Schedules (FWS) work schedules are schedules for which an employee may vary the length of their the workday and/or workweek. For FWS, the term Basic Work Requirement means the number of Employees on flexible work schedules may earn and use credit hours, excluding overtime hours, which an employee is required to work or is required to account for by leave or otherwise. The administrative workweek for those on a Flexible Schedule is a period of 7 consecutive days beginning on Sunday. A Forest Service will use the following flexible or compressed work schedule is a scheduled tour of duty and all work performed by an employee within the basic work requirement is considered regularly scheduled work for premium pay and hours of duty purposes (5 CFR § 610.111 (d)). Scheduled hours may vary from pay period to pay period, week-to-week, and day-to-day. An employee’s tour of duty and established work schedule will be recorded in the header of the Paycheck record. (b) The following FWS may be approved byManagementschedules: (1a) Variable Day: Variable day schedule is a type of FWS flexible work schedule containing core hours on each workday in the week and in which a full-time employee has a basic work requirement of 40 hours in each week of the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday within the week within the limits established in this article. Employees must work 5 consecutive days in each week of for the pay periodorganization. For a part-time employee, the basic work requirement is the number of hours the employee must work in a week. (2b) Variable Week: Variable week schedule is a type of FWS flexible work schedule containing core hours on each workday in the biweekly pay period and in which a full-time employee has a basic work requirement of i. 80 hours for the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday or the number of hours each week within the limits established in this article. Employees must work 5 consecutive days in each week of for the pay periodorganization. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (3c) Maxiflex: Maxiflex schedule is a type of FWS flexible schedule in which the employee may vary the number of hours per day and the number of days per week, accounting for at least 80 hours per pay period, including core hours. There are core hours on fewer than 10 workdays per pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (4d) Gliding: Gliding schedule is a type of FWS flexible work schedule in which a full-time employee has a basic work requirement of 8 hours in each day and 40 hours in each week. Employees may select a starting and stopping time each day within the established flexible hours. Employees must work 5 consecutive days in each week of the pay period. (c) A tour of duty under a FWS means the limits set by Management within which an employee must complete their basic work requirement. Employees and their supervisor are expected to communicate regularly about when and where the employee is working and what work activities are planned. (d) Flexible time bands are the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by an FWS may choose to vary their times of arrival to and departure from the work site consistent with the duties and requirements of the position. (See 5 U.S.C. § 6122 (a)(2)). Changes to the flexible time band for a flexible schedule may be negotiated to address work requirements of the work unit. (e) Core hours are a component of FWS, will be established with the supervisor and will ordinarily remain consistent after they are initially established. Core Hours are the time periods during the workday, workweek, or pay period that are within the tour of duty during which an employee covered by a flexible work schedule is required by the Agency to be present for work, or otherwise account for their time. Employees may request, and supervisors may grant permanent or temporary deviations from core hours on a case-by-case basis. 1) The default core hours for employees on Maxiflex schedules will be determined by the Supervisor and employee and include 3 days of the employee’s tour of duty from 9 a.m. to 12 p.m., excluding a meal break. 2) The default core hours for employees on Variable Day and Variable Week schedules will be 9 a.m. to 12 p.m. on each day of the tour of duty, excluding a meal break. 3) Changes to the specific clock hours designated as core hours and which days of the week are core days for the work unit may be negotiated by the Parties. (f) Credit hours are those hours within a FWS that an employee elects to work, with supervisor approval, in excess of their basic work requirement so as to vary the length of a workweek or workday. Employees on a fixed schedule (Standard or Compressed) are not eligible to earn or use credit hours. 1) Credit hours are earned at the election of the employee and cannot be assigned. An employee may not be forced to earn credit hours. No coercion may be placed on any employee for the purpose of interfering with that employee’s right under a FWS to elect a time of arrival or departure and to work or not work credit hours (5 U.S.C. § 6132). 2) Employees must request approval from their supervisor to earn credit hours, by notifying the supervisor of their intent to earn credit hours at least 2 hours in advance, including the work they plan to perform and approximate time; however, supervisors have the right to deny the earning of credit hours if there is no assigned work that may be performed during that time. Employees and supervisors may mutually agree on alternate arrangements for exceptions to obtaining prior approval regarding the earning of credit hours on a continuing basis. In either case, the supervisor shall be informed as soon as practical that the hours wereworked. 3) Employees have the option of recording credit hours earned daily or after 80 hours. 4) Credit hours may not be earned while an employee is in training. The earning of credit hours or compensation time for travel will be in accordance with existing law and regulation. 5) The use of credit hours must be scheduled and approved in advance like any other absence from work. The employee will be released from work unless there are work-related reasons. Normally, ordinary workload will not preclude this release. 6) Credit hours may be earned and used within the same biweekly pay period, but credit hours must be earned before they can be used. 7) Credit hours may be used during core hours. 8) Employees cannot be forced to use credit hours. 9) A maximum of 24 hours may be used as a credit hour carry-over from one pay period to another with flexible work schedules. Employees on part-time tours may carry over credit hours on a prorated basis of one-fourth of their part-time tour hours.

Flexible Work Schedules. (a) Flexible Work Schedules (FWS) are schedules for which an employee may vary the length of their workday and/or workweek. For FWS, the term Basic Work Requirement means the number of hours, excluding overtime hours, which an employee is required to work or is required to account for by leave or otherwise. The administrative workweek for those on a Flexible Schedule is a period of 7 consecutive days beginning on Sunday. A flexible or compressed work schedule is a scheduled biweekly work requirement that allows an employee to determine his/her own schedule within the tour of duty limits set by the organization. The types of flexible schedules vary greatly: a. Flexitime is a flexible schedule that includes an 8-hour day, 40-hour week, and all work performed by an employee within the basic work requirement is considered regularly scheduled work for premium 80- hour pay period. The employees’ arrival and hours of duty purposes (5 CFR § 610.111 (d)). Scheduled hours departure times may vary from pay day to day within a flexible band at the beginning and end of each day. Each day will include set core hours during which all employees scheduled to work that day must be on the job. A lunch period to pay periodmust be taken mid-day, weekor mid-to-weekshift , and be at least 30 minutes long. The lunch period may be as long as 2 hours and may vary in length from day to day-to-, provided the daily schedule totals 8 hours of work time excluding the lunch period. b. Flexitour is a fixed schedule that does not vary from day to day. An employee’s tour of duty The arrival and established work departure times are according to a set, written schedule will be recorded requested by the employee and approved by the supervisor in the header of the Paycheck record. (b) advance. The following FWS may be approved byManagement: (1) Variable day schedule is a type of FWS containing core hours on each workday in the week and in which a full-time employee has a basic work requirement of 40 hours includes 10 workdays in each week of the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday within the week within the limits established in this article. Employees must work 5 consecutive days in each week of the pay period. For a partA lunch period must be scheduled mid-time employeeday, or mid-shift, and be at least 30 minutes long. The scheduled lunch period may be as long as 2 hours, provided the schedule still includes 8 hours of actual work time, excluding the lunch period. Once the schedule is approved, the basic work requirement length of the lunch period is fixed and must be the number of hours same length each workday. The pay period will also include 4 non-workdays. This schedule is different from the normal eight-hour schedule because the scheduled arrival and departure times do not have to coincide with the traditional 8-hour schedule and the employee must work in may schedule a week. (2) Variable week schedule is a type of FWS containing core hours on each workday in lunch period longer than the biweekly pay period and in which a fullminimum 30-time employee has a basic work requirement of i. 80 hours for the biweekly pay period, but in which an employee may vary the number of hours worked on a given workday or the number of hours each week within the limits established in this article. Employees must work 5 consecutive days in each week of the pay minute lunch period. For a part-time employeeThis schedule, the basic work requirement is the number subject to supervisory approval, may consist of hours the employee must work any combination of 10 workdays in a pay period. (3) Maxiflex schedule is a type of FWS in which the employee may vary the number of hours per day and the number of days per week, accounting for at least 80 hours per pay period, including core hours. There are core hours on fewer than 10 workdays per pay period. For a part-time employee, the basic work requirement is the number of hours the employee must work in a pay period. (4) Gliding schedule is a type of FWS in which a full-time employee has a basic work requirement of 8 hours in each day and 40 hours in each week. Employees may select a starting and stopping time each day within the established flexible hours. Employees must work 5 consecutive days in each week of the pay period. (c) A tour of duty under a FWS means the limits set by Management within which an employee must complete their basic work requirement. Employees and their supervisor are expected to communicate regularly about when and where the employee is working and what work activities are planned. (d) Flexible time bands are the times during the workday, workweek, or pay period within the tour of duty during which an employee covered by an FWS may choose to vary their times of arrival to and departure from the work site consistent with the duties and requirements of the position. (See 5 U.S.C. § 6122 (a)(2)). Changes to the flexible time band for a flexible schedule may be negotiated to address work requirements of the work unit. (e) Core hours are a component of FWS, will be established with the supervisor and will ordinarily remain consistent after they are initially established. Core Hours are the time periods during the workday, workweek, or pay period that are within the tour of duty during which an employee covered by a flexible work schedule is required by the Agency to be present for work, or otherwise account for their time. Employees may request, and supervisors may grant permanent or temporary deviations from core hours on a case-by-case basis. 1) The default core hours for employees on Maxiflex schedules will be determined by the Supervisor and employee and include 3 days of the employee’s tour of duty from 9 a.m. to 12 p.m., excluding a meal break. 2) The default core hours for employees on Variable Day and Variable Week schedules will be 9 a.m. to 12 p.m. on each day of the tour of duty, excluding a meal break. 3) Changes to the specific clock hours designated as core hours and which days of the week are core days for the work unit may be negotiated by the Parties. (f) Credit hours are those hours within a FWS that an employee elects to work, with supervisor approval, in excess of their basic work requirement so as to vary the length of a workweek or workday. Employees on a fixed schedule (Standard or Compressed) are not eligible to earn or use credit hours. 1) Credit hours are earned at the election of the employee and cannot be assigned. An employee may not be forced to earn credit hours. No coercion may be placed on any employee for the purpose of interfering with that employee’s right under a FWS to elect a time of arrival or departure and to work or not work credit hours (5 U.S.C. § 6132). 2) Employees must request approval from their supervisor to earn credit hours, by notifying the supervisor of their intent to earn credit hours at least 2 hours in advance, including the work they plan to perform and approximate time; however, supervisors have the right to deny the earning of credit hours if there is no assigned work that may be performed during that time. Employees and supervisors may mutually agree on alternate arrangements for exceptions to obtaining prior approval regarding the earning of credit hours on a continuing basis. In either case, the supervisor shall be informed as soon as practical that the hours wereworked. 3) Employees have the option of recording credit hours earned daily or after 80 hours. 4) Credit hours may not be earned while an employee is in training. The earning of credit hours or compensation time for travel will be in accordance with existing law and regulation. 5) The use of credit hours must be scheduled and approved in advance like any other absence from work. The employee will be released from work unless there are work-related reasons. Normally, ordinary workload will not preclude this release. 6) Credit hours may be earned and used within the same biweekly pay period, but credit hours must be earned before they can be used. 7) Credit hours may be used during core hours. 8) Employees cannot be forced to use credit hours. 9) A maximum of 24 hours may be used as a credit hour carry-over from one pay period to another with flexible work schedules. Employees on part-time tours may carry over credit hours on a prorated basis of one-fourth of their part-time tour hours.