Telework, also referred to as telecommuting, remote work and work from home, is the act … An agency may choose to not establish flexible time bands on certain days, such as Sundays and holidays, thus limiting the designated days on which an employee may complete his or her basic work requirement. Overtime – For an employee on a FWS, overtime hours are all hours of work in excess of 8 hours in a day or 40 hours in a week that are officially ordered in advance by management. (See 5 U.S.C. Managing Alternative Work Arrangements. he maxiflex schedule is comprised of core hours on each Wednesday from 10:00 a.m. - 2:00 p.m. (excluding a 30-minute unpaid lunch break) and flexible time bands allowing employees to start their workday as early as 6:00 a.m. and complete their workday as late as 6:00 p.m. on Monday through Friday. An FWS employee cannot receive more than 8 hours of paid holiday time off. If a flexible or alternative work arrangement is granted , the requestor’s supervisor will inform the requestor. What kind of work may an employee perform remotely at an alternative work site that might be outside of their normal job duties if there is such an agreement due to COVID-19? Alternate Work Week. the Novel Coronavirus Disease (COVID-19), I expect supervisors to maximize telework and applicable schedules (i.e., staggered work or maxiflex schedules) in order to promote social distancing, mitigate community transmission and allow management to continue with mission accomplishment. If your employees are used to working during the day, they’ll need to adjust to working at night. Agencies will need to make decisions on which FWS to adopt or modify based on the impact of COVID-19 on the agency’s mission and employees. Core days/hours: Tuesday and Thursday, 2:00 to 5:00 p.m. (excluding any 30-minute unpaid lunch break). When a holiday occurs, a full-time employee on a flexible work schedule (including a maxiflex schedule) is entitled to 8 hours of pay on a holiday when the employee does not work. (See 5 U.S.C. The alternate work schedule maintains the specialized skillset of the employees and provides opportunities to for us to adjust our workflow to account for supplier delays due to COVID-19," said Aeronautics Executive Vice President Michele Evans. 7, CSC said that the following alternative work arrangements are set to last for the duration of the public health emergency: Please note, the maxiflex scenarios listed within this fact sheet are illustrative and agencies may devise other types of maxiflex work schedules under their internal FWS policies. Core Hours – Core hours are the designated periods of the day when all employees must be working. The employee does not have an opportunity to complete his/her 8-hour workday during non-nighttime hours as the 11:00 am to 6:00 p.m. period (including a 30-minute unpaid lunch break) will only account for 6.5 hours of work, not the required 8 hours. 6121(6).) Amid the creeping impact of the COVID-19 epidemic on global trade and its perceived impact on domestic economies, the labor department announced yesterday a package of measures that would mitigate any potential threat the disease might have on the country’s labor market. An FLSA-nonexempt employee is compensated under FLSA only for “overtime hours” as defined in 5 U.S.C. The employee does not earn night pay for any hours worked during nighttime hours (6:00 p.m. – 6:00 a.m.) because there are 8 hours available to be worked in the flexible time bands outside of the nighttime hours and no core hours are required during the night. (See 5 U.S.C. The goal of the Massachusetts public K-12 education system is to prepare all students for success after high school. For an FWS employee, agencies generally must pay night pay for those hours that must be worked between 6 p.m. and 6 a.m. to complete an 8-hour daily tour of duty. As a minimum requirement, an FWS must have at least 2 core hours on each of 2 workdays within a biweekly pay period. Do-it-yourself PTO. The employee in question chose to start work at 12:00 noon and to end work at 8:30 p.m. (including a 30-minute unpaid meal break); thus, while the employee had 2.5 hours of nighttime work, the employee was only required to work 1.5 night hours to complete 8 hours. Agencies must also pay night pay for any nonovertime work performed between 6 p.m. and 6 a.m. during designated core hours. Under the maxiflex schedule, this particular employee elects to work from 12:00 noon to 8:30 p.m. each day to complete an 8-hour tour of duty (after taking into account a 30-minute unpaid meal break from 3:00 to 3:30 p.m.). The core hours are 1:30 pm to 3:30 pm on each Thursday. Alternative work arrangements offer employees the opportunity to be considered for changes to their work schedules and/or locations. Note: The agency bars employees covered by the maxiflex work schedule from performing work on a holiday without approval. Step 2 . If an agency allows an FWS employee to elect to perform holiday work within the employee’s basic work requirement, the employee generally would be entitled to holiday premium pay—a 100-percent premium for up to 8 hours in a daily tour on a holiday. 6121(6). Core day/hours: Thursdays, 1:30 p.m. to 3:30 p.m. An agency is allowing employees to telework full-time in response to COVID-19. Maxiflex – Employees may vary starting and stopping (or arrival and departure) times on a daily basis during the established flexible hours. Alternative work arrangement and COVID-19 leave The Nevada System of Higher Education has described its implementation of the Families First Coronavirus Response Act (FFCRA). 6122(a)(1).) An employee must (1) account for missed core hours (if permitted) with leave, credit hours, or compensatory time off or (2) with agency approval, work the core hours at another time (within the same workday) or on another day within the pay period. An employee, teleworking full-time due to COVID-19, participates in the maxiflex work schedule. For more information, please see: https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/fact-sheets/credit-hours-under-a-flexible-work-schedule/. Employees are also permitted to telework full-time in response to COVID-19. (See 5 U.S.C. Burlington County is actively engaged in contact tracing positive COVID-19 cases. Alternative work schedules can cause: Whether it’s working with your employees to develop an alternative work schedule, or making changes to their work environment to help keep them more focused, there are strategies you can use to help. Find more information and helpful resources in our, Learn Adjustments You Can Make to Ease Alternative Schedules, Three Things to Know About COVID-19 Waivers, Planning for Civil Unrest to Protect Your Business, COVID-19 Impacts on Caregivers and Work-Life Balance, Preparing for an Infectious Disease Event, How to Protect Your Business During a State-Mandated Lockdown, Lower Cyber Threat Risks While Increasing Online Sales, COVID-19 Temporary Suspension of Certain FMCSA Safety Regulations, Protecting and Redeploying Your Fleet in a Pandemic, Reopening Idle Facilities and Restarting Operations, 5 Driving Tips to Help Keep You Safe as States Reopen, 10 Tips to Reduce Your Product Liability Risks. Flexible Scheduling: Employee may also have the option of working an alternative work schedule, such as a 4/10 or 9/80 work weeks. Yes, but not all nighttime hours will generate night pay. Gliding – Employees may vary starting and stopping (or arrival and departure) times on a daily basis during the established flexible hours. Please note that since bargaining unit employees may participate in flexible work schedules only to the extent provided for in a collective bargaining agreement, agency heads must negotiate the establishment of flexible work schedules. Agencies must establish flexible and core hours and the employee must work during core hours. Please note that since bargaining unit employees may participate in flexible work schedules only to the extent provided for in a collective bargaining agreement, agency heads must negotiate the establishment of flexible work schedules. As part of the limitations an agency establishes for an FWS, an agency may bar employees from completing basic work requirement hours on a Sunday. An employee may work less than 10 workdays biweekly because of the absence of core hours on one of the normal workdays. A variation of the standard 5-day/40-hour work schedule in which a full time employee completes a 40-hour workweek in a compressed schedule. It can affect your employees’ productivity, and it can also impact their health and social life. Is holiday paid time off authorized? The Civil Service Commission (CSC) on Wednesday issued guidelines on alternative work arrangements for government workers amid the public health emergency over rising coronavirus disease 2019 (COVID-19) cases in the country.. The agency has also established a maxiflex work schedule to provide maximum flexibility for those employees affected by COVID-19. Core hours are the designated period of the day when all employees must be present for work. COVID-19 diagnoses force leaders’ hands on schedule, alternative voting procedures Hoyer says ‘all options’ are under consideration for changes to voting Flexible Work Schedules For a full-time employee, an 80-hour bi-weekly basic work requirement that allows an employee some flexibility to determine his or her own tour of duty, within the parameters and under the requirements set by the IC. Additional information on work schedules can be found at: https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/. Credit hours are hours that an employee elects to work, with supervisory approval, in excess of the employee’s basic work requirement under an FWS. Many employees have long called for more and better flexible work arrangements, whether to accommodate carer duties, working parents or work-life balance. In addition, in this particular biweekly pay period, there is a Federal holiday. Varying the number of hours worked per workday or administrative workweek, while not exceeding agency-established limits on the number of basic work requirement hours that may be worked on a day or in a week, does not generate credit hours. An agency is permitting its employees to work a maxiflex work schedule in response to COVID-19. FWS consist of workdays with core hours and flexible hours and allow an employee to complete his or her biweekly basic work requirement by determining his or her own schedule within the limits set by the agency. Due to the expanded flexible hours, the employee can complete the 80-hour biweekly work requirement on Thursday through Saturday without needing to take leave or other time off. The agency’s maxiflex schedule does not have more than 8 hours available for an employee to complete his or her 8-hour tour of duty during non-nighttime hours between 6:00 a.m. and 6:00 p.m. Within agency-established flexible time zones or bands, an employee may vary arrival and departure times (i.e., starting and stopping work times) on a daily basis during the established flexible hours. A part-time employee may not accumulate more than one-fourth of the hours in such employee’s biweekly basic work requirement. Though less dramatic than the other alternative schedules here, freeform PTO … Indeed, if we’re smart about it, the pandemic is an opportunity to embed flexible work practices. (See 5 CFR 610.111(d).) An agency may limit the number of basic work requirement hours an employee may work on a daily basis (such as, no more than 10 hours per day) or in a workweek. Many industries use these schedules if the work requires around-the-clock staffing. It is the policy of the Department of General Services (DGS) to permit alternate workweek schedule (AWS) for full … An employee may also vary the length of the workday and the workweek. Core hours are the designated periods of the day when all employees must be working. In Austria, schools will begin sending students to school in two different groups, each attending class in person for five days every two weeks. In response to COVID-19, the agency has decided to expand its flexible time bands to allow greater flexibility for its employees. 6123(a) and 5 CFR 550.114(b).) Variable Week – Employees may vary starting and stopping (or arrival and departure) times on a daily basis during the established flexible hours. Holiday Premium Pay – A full-time employee who performs non-overtime work on a holiday (or a day designated as the “in lieu of” holiday under 5 U.S.C. However, if an employee has 8 or more hours available for work during daytime hours (i.e., between 6 a.m. and 6 p.m.) within agency-established limits on when basic work requirement hours may be performed, he or she is not entitled to night pay because he or she voluntarily elects to work during hours for which night pay is normally required (i.e., between 6 p.m. and 6 a.m.).Holidays – A full-time employee who is relieved or prevented from working on a day designated as a Federal holiday is entitled to his or her rate of basic pay on that day for 8 hours. A full-time employee must have 80 basic work requirement hours in a biweekly pay period. (See 5 U.S.C. 5546(a) and 5 CFR 550.171.) 6103(b) or section 3 of Executive Order 11582) is entitled to his or her rate of basic pay plus premium pay equal to his or her rate of basic pay for that holiday work. (An agency may limit the number of basic work requirement hours an employee may work on a daily basis—such as, no more than 10 hours per day.) When choosing to implement or change an FWS, agencies must review any applicable collective bargaining agreements or satisfy appropriate collective bargaining obligations. During the COVID-19 virus response time frame there is university-wide effort to make every effort to provide work at an alternative work site, therefore performance is not … Under Memorandum Circular No. An agency may choose to not establish flexible time bands on certain days, such as Sundays and holidays. Expanded Flexible Hours under COVID-19: Monday through Friday, 6:00 a.m. to 10:00 p.m. An employee may use credit hours during future basic work requirement hours, subject to supervisory approval and any agency policies that bar use in the same week or pay period. Be informed. An employee is teleworking full-time during COVID-19. The agency will expand its flexible bands in the evening to allow employees to work until 10:00 p.m. on Monday through Friday with the same core hours requirement. maximum flexibility for remote or alternative work arrangements for those individuals negatively affected by COVID- 19, while balancing a unit ’s or department’s business needs . An agency may establish limitations on when basic work requirement hours may be performed—e.g., the days of the week on which an employee may perform such hours and limits on the number of such hours on a given day. Night Pay – Normally, night pay is payable for any regularly scheduled hours of work between 6 p.m. and 6 a.m. (see 5 U.S.C. If an agency allows an FWS employee to elect to complete basic work requirement hours by working on Sunday, the employee generally would be entitled to Sunday premium pay—a 25 percent premium for up to 8 hours in a daily tour that includes Sunday hours. Please work with your department to determine if telecommuting is available. 6123(c).) As a minimum requirement, an FWS must have at least 2 core hours on each of 2 workdays within a biweekly pay period. FWS employees may not earn Sunday premium pay when they earn or use credit hours. No. A full-time employee’s basic work requirement must be completed by working on 5 workdays per week, 8 hours per day, 40 hours per week, and 80 hours per biweekly pay period. Core day/hours: Thursdays, 10:00 a.m. to 2:00 p.m. (excluding a 30-minute unpaid lunch break). With this schedule, employees work outside the typical work hours of 7 a.m. to 6 p.m. Write the phrase “Pass Day” in the Total Hours Worked column for your proposed day(s) off. 454 CMR 27.04 (1) Reporting pay or "show up" pay. Develop systems and structures that allow employees to respond to ever-changing work demands, such as having a back-up plan for coverage and communication. 6122(a)(2).) Flexible Hours – Flexible hours (flexible time bands) are those hours during which an employee covered by an FWS may choose to vary his or her starting or stopping times when teleworking (or times of arrival to and departure from the work site) consistent with the duties and requirements of the position. When choosing to implement or change an FWS, agencies must review any applicable collective bargaining agreements or satisfy appropriate collective bargaining obligations. (See 5 U.S.C. 6124.) An FWS allows an employee to complete an 80-hour biweekly basic work requirement by determining his or her own schedule within the limits set by the agency. The employee must account for any additional hours the employee typically works on the 8-hour holiday and would either need to take leave (or other time off) or work additional hours during the biweekly pay period to ensure the employee has an 80-hour workweek. As Federal agencies develop reconstitution plans and return to regular operations, managers seeking to adapt work arrangements to the COVID-19 environment may use flexible work schedules (FWS) to maintain the productivity, health and safety of the workforce (e.g. Flexible Hours: Monday through Friday: 11:00 a.m. to 11:00 p.m. Credit Hours – Agency FWS policies may allow employees to earn credit hours. Core day/hours: Wednesdays, 10:00 a.m. to 2:00 p.m. (excluding a 30-minute unpaid meal break). Under the expanded maxiflex schedule, the employee can change his or her work schedule to 11:00 a.m. - 7:30 p.m. Monday through Friday, completing an 8-hour workday without the need to take leave or other time off. • Work with all local employers … As part of the limitations that an agency establishes for an FWS, an agency may bar employees from performing work on a holiday without approval. (For example, an employee would not earn overtime for electing to work a 9-hour day within the basic work requirement of his or her FWS. A full-time employee must have 40 basic work requirement hours each week. (The agency head determines the number of basic work requirement hours in a biweekly pay period for a part-time employee.) Flexible Work Schedules: Alternative Workweeks Can Benefit Both Practice and Employees by Jen Reeder WHEN JANET JOHNSON, CVT, FIRST STARTED WORKING at AAHA-accredited Teegarden Veterinary Clinic in Washington, Illinois, everyone on the team was scheduled to work … If an agency allows an employee to perform holiday work, the employee generally would be entitled to holiday premium pay - a 100-percent premium for up to 8 hours in a daily tour on a holiday. by facilitating maintenance of social distance in the workplace). No. A maxiflex work schedule is a type of flexible work schedule (FWS) that, when combined with telework, provides the most flexibility to employees who need to address the dual demands of work and caregiving, as well as other personal responsibilities in response to COVID-19. The agency limits employees to no more than 10 basic work requirement hours on any workday. The employee does not earn night pay for any hours worked after 6:00 p.m. because there are 8 hours available within the agency’s established maxiflex time bands to be worked outside of the nighttime hours (6:00 p.m. to 6:00 a.m.) and no core hours are required during the night. ), Compensatory Time Off in lieu of Overtime – An agency may grant compensatory time off in lieu of overtime pay at the request of the employee under an FWS for regularly scheduled or irregular or occasional overtime hours of work. (See 5 U.S.C. Baylor > Coronavirus (COVID-19) Information > Keep Working > Working Remotely > Managing Alternative Work Arrangements. Taking into account a 30-minute unpaid meal break, accounting for an 8-hour day from the earliest tour of duty start time of 11:00 am would require the employee to end his/her workday at 7:30 p.m. As implemented by NSHE, under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to telework) due to an eligible need for leave. (See 5 U.S.C. Expanded Flexible Hours under COVID-19: Monday through Saturday, 5:00 a.m. to 12:00 midnight. Note: If the agency chooses to make Sunday hours available under a maxiflex work schedule, an employee generally would be entitled to 25-percent Sunday premium pay for up to 8 hours of his or her basic work requirement based on electing to work flexible hours during a daily basic tour of duty that begins or ends on Sunday. Agencies may limit the number of hours an employee may work on a daily basis. We know businesses are facing new … A full-time employee under a maxiflex schedule must have a basic work requirement of 80 hours in a biweekly pay period. Flexible Hours: Monday through Friday: 6:00 a.m. to 10:00 p.m. Alternative Work Schedules Develop written Alternative Work Schedules conforming to the current NNPPM’s requirements and the Department of Personnel Management’s Alternative Work Schedule regulations. Employees may also vary the length of the workday and the workweek. (This results in a fixed schedule until the next selection period, as determined by the agency.) The employee may not receive holiday paid time off for more than 8 hours even if the number of hours the employee might typically have worked on a day that is designated as a holiday exceed 8 hours. An FWS consists of workdays with core hours and flexible hours. Alternative work schedules are also known as shift work. An employee can complete the biweekly work requirement in less than 10 days. An employee may also vary the length of the workweek. These schedules are fixed and include 5/4/9, 4/10, and 3/13 work schedules. DOLE calls for flexi work, other means to deal with Covid-19. A full-time employee’s basic work requirement must be completed by working on 5 workdays per week, 8 hours per day, 40 hours per week, and 80 hours per biweekly pay period. Under many AWSs, an employee can complete their work requirement in less than 10 workdays. Temporary alternative work location. Therefore, the employee earns night pay for 1.5 night hours. Variations on the schedule may also work. Alternative Work Schedule COVID-19 Public Health Emergency Name: SS#: Unit: Phone: Start Date: (beginning of a pay period) Please fill in your start time, lunch period and end time as well as the total number of hours to be worked for each workday. The purpose of this handbook is to provide a framework for Federal agencies to consult in establishing alternative work schedules and to provide additional information to assist agencies in administering such programs.This handbook, with its appendices, provides detailed information on the administration of flexible and compressed work schedules, jointly referred to as alternative work schedules or AWS. Alert box notification is currently enabled, please, follow this link to enable alert boxes for your profile, follow this link to disable alert boxes for your profile, Classifying Federal Wage System Positions, Fact Sheet: Additional Guidance in Connection with the COVID-19 Emergency, Frequently Asked Questions on Evacuation Payments During a Pandemic Health Crisis, Federal Workforce Priorities Report (FWPR), Federal Labor-Management Information System, Recruitment, Relocation & Retention Incentives, https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/fact-sheets/alternative-flexible-work-schedules/, https://www.opm.gov/policy-data-oversight/pay-leave/reference-materials/handbooks/alternative-work-schedules/, https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/fact-sheets/credit-hours-under-a-flexible-work-schedule/, https://www.opm.gov/policy-data-oversight/covid-19/opm-fact-sheet-the-use-of-flexible-work-schedules-in-response-to-coronavirus-disease-2019-covid-19/, https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/. The employee is unable to work Monday through Wednesday. A full-time employee may not accumulate more than 24 credit hours for carryover from a biweekly pay period to a succeeding biweekly pay period. Picture: Getty Images. If an agency allows an employee to complete basic work requirement hours by working on Sunday, the employee generally would be entitled to Sunday premium pay - a 25-percent premium for up to 8 hours in a daily tour that includes Sunday hours. 6121(3).) For a full-time employee, the basic work requirement is 80 hours in a biweekly pay period. As a minimum requirement, a maxiflex work schedule must have scheduled at least 2 core hours on each of 2 workdays within a biweekly pay period. Normal Flexible Hours: Monday through Friday, 6:00 a.m. to 6:00 p.m. To make the shift your workplace culture needs during COVID-19 , consider these three ways to improve workplace flexibility while many of your employees work remotely. FWS can also assist employees in balancing professional duties with caregiving and other responsibilities. 454 CMR 27.04 (2) On-call time Explains when employers are and are not required to pay for on-call time.. 454 CMR 27.04 (3) Sleeping time and working shifts Is night pay authorized? The core hours are 10:00 a.m. to 2:00 p.m. on Wednesday. (See the definition of “overtime hours” at 5 U.S.C. Those limits may include daily or weekly basic work requirements. The following may be used separately or combined, as needed, and should be developed in conjunction with DPM. Credit hours may only be earned during the established flexible hours (flexible time bands). 6124.) However, special rules apply to night pay for FWS employees. COVID-19: Alternative Work Arrangements. Agencies may expand the types of FWS that are available to employees as different types of schedules provide different degrees of flexibility. News Release Department of Labor and Employment March 4, 2020. Alternative work schedules are also known as shift work. Layoff Information for Employees; Layoff Manual; Model Workplace Violence and Bullying Prevention; Policy Memos; Political Activities; Rule 250 Frequently Asked Questions; Rules and Regulations. With this schedule, employees work outside the typical work hours of 7 a.m. to 6 p.m. o Encourage staff to telework (when feasible), particularly individuals at increased risk of severe disease. Work from Home and Alternative Work Schedule Guidelines Related to COVID-19 Containment These guidelines are provided due to the public health concerns related to the coronavirus (COVID-19). Agency allows employees to elect to work a maxiflex work schedule in place to continue operations:.. Times subject to agency approval biweekly work requirement employees select starting and stopping ( arrival... Is limited to a maximum of 8 hours of 7 a.m. to 6:00 p.m supervisors and employees should use schedules. 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The established flexible hours: Monday through Friday: 11:00 a.m. to p.m. 10:00 a.m. to 10:00 p.m core day/hours: Wednesdays, 10:00 a.m. to 10:00 p.m also established a maxiflex must. Layoff Process 4/10, and it can also assist employees in balancing professional duties caregiving! Consider the potential improvement of business/department needs when assessing flexible schedule proposals from employees a.m. during designated core on. Working an alternative work schedule in place to continue operations subject to agency approval affected by.. To no more than one-fourth of the day when all employees must be working full-time, participates in workplace! Part-Time employee may also have the option of working an alternative work schedule to maximum! Allows employees to telework Policy for more and better flexible work arrangement to decrease contact with others for. Also permitted to telework full-time in response to COVID-19 approaches for work Saturday, 5:00 a.m. 6! Caregiving and other responsibilities in addition, in this particular biweekly pay period: employee also...