The below post is taken from the Video Blog, the Subject Matter Minute. If it’s a little hard to read, it’s because it’s taken from the spoken word. You can view the episode on YouTube if you would like. Find it here: Episode #61 – Flexible Work Schedule Policy
If YouTube is blocked for you or your agency, you can scroll to the bottom of this post to view it from Google Drive. (I would prefer you view it on YouTube, so I know how many people have watched)
You can also listen to an audio version.
Hello! Good to see you all again, I know it’s been a while… There were a couple of possible topics that weren’t quite ready for primetime, and my involvement with the implementation of our new HR software, Neogov, has kept me pretty busy, so, yeah… it’s been a while. Please forgive me. 🙂
If you missed it, the last episode was on our vision benefits, which was a redo since some numbers and coverage had changed since the first recording 5 years ago. Check it out if you haven’t…
I’m curious how many of you out there are early-morning folks? I have definitely become one. I find the morning coffee time to often be the best time of the day. Well, this past winter, a group of friends and I have taken the early morning thing up a notch. It has pushed my quiet coffee time to even earlier, but in the end, it really feels even better. We got up to at least 2-3 days a week of early morning cross-country skiing at Happy Jack. Leaving around 6 and getting back about 7:45. No matter what the weather situation was, we always feel great after the ski. Got to see some amazing sunrises, forests of frost, and snowstorms, and got into some pretty good shape.
And since the interstate was closed so often this year, we also discovered the Wyoming Travel Authorization Program, or W-TAP through WYDOT. This allows you to drive on closed roads in certain situations. It’s fabulous for getting to Happy Jack. You might want to check it out…
Anyways, cheers to all of you early morning people!
Alright, let’s get started on today’s subject… today we are going to talk about the state’s policy on Flexible Work Schedules. (music)
The reason I’m going into it now is because it recently changed. I’m not going to go into the changes because, honestly, who cares! It is what it is now…
So, I’m just going to say upfront that if you are a full-time employee, the policy basically allows any sort of schedule as long as your 40 hours fall within the “official workweek.” The official workweek is Saturday to Friday.
Of course, having said that you know that this, or any change to your schedule, would need to be approved by your supervisor and agency director.
Also, there are a few exceptions to the rule of staying within the “official workweek.” One of which is the ability to do the Phoenix schedule. I had never heard of it before reading this, but a Phoenix schedule is when you work 4- 9 hour days, say Monday through Thursday, and then work an 8-hour Friday every other week. So basically taking every other Friday off. This is allowed even though it falls outside of the “official workweek.” You are still averaging 40 hours a week with this schedule.
There are a few other exemptions to this which you can find in the Compensation Policy, Chapter 5, Section 6.
But again, if you stay within the official workweek, and your supervisor and agency director approves it, the policy allows you to have pretty much any work schedule you can dream up.
Now all employees, non-exempt or exempt, are expected to work the agreed-upon weekly schedule, however, sometimes things come up and hours fluctuate. As mentioned, non-exempt employees can flex time within the same workweek. But they can only flex time within the same workweek because they are eligible for overtime after working 40 hours. However, because exempt employees are paid on a monthly salary, and don’t get paid for overtime, they can flex time outside the workweek within the same month. So, they can work 50 hours one week and 30 the next, for example.
If you go read the policy, which you can find in the show notes, you will see that it goes through all the details. It talks about eligibility and that it’s a case-by-case situation that must work for both the employee and the state.
It defines 5 different types of flexible work schedules. I’m not going to define those for you, because what it ends up meaning is exactly what I’ve described to you. You can do most anything.
So, if you want to use the correct word when you go to your supervisor about this; variable, alternative, extended, compressed, or phoenix, then check out the policy.
And actually, you will need to know the correct term to fill out the Flexible Work Schedule Agreement which you can find on the A&I website on the HRD Policies and Procedures page… or in the show notes. 🙂 So, you will need to get approval and fill out the agreement to make this happen.
I think it goes without saying that flexible work schedules can be canceled at any time by management, although they will give you 14 days notice. Also, any changes to a flexible work schedule must be approved by your supervisor and the agency director. And finally, this can be considered a reasonable accommodation under the ADA.
I think that this new policy is very forward-thinking of the state. Whether it has been kinda forced by a lack of recruitment ability…………. Doesn’t matter. 🙂 It’s still awesome.
So, if you have a schedule that works better for you, works for the state, and works for your supervisor, talk to him or her and give it a go! Who knows, you might be able to squeeze in more activities like xcountry skiing with a different schedule!
Ok, that’s it for this episode! I’m starting to get a little sleepy since I was up at 5:00 this morning. See ya next time.