« Policy Issues



During the summer quarter, and holiday periods, some departments wish to offer more flexible schedules to their staff, to accommodate personal and family needs. Departments are always encouraged to work with staff to offer such flexibility as long as they can do so while maintaining service standards for the department. Some departments have actually closed for one or more days, or reduced their hours below the normal workday, and these guidelines are intended to address issues which might arise in such circumstances.

1. Inform your Assistant Dean of any schedule change that would result in Departmental Closure, or a reduction in Office Hours. Indicate how departmental services and functions will be managed during the closure period(s).
   
   
2. Non-exempt employees are paid for hours worked. Consequently, if the result of a reduction in schedule is that non-exempt employees work less than their regular schedule, the time not worked may be paid either through use of accrued vacation or compensatory time, or considered leave without pay, and so indicated on the timesheet and PTR entries. Please keep in mind that overtime is based on time worked over forty hours in a single week. Time not worked in one week may not be made up in the next.
   
   
3. Local Departmental closures should be rare, but if they occur, staff must use vacation accrual to pay for that time or take leave without pay. They may not be paid for a full week if they do not work a full week. The most important thing is to assure that there is coverage for services required by faculty, students and other staff.