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alternative work schedules covid

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.. Agencies may designate the number of core hours each week to meet their mission needs and are not required to have core hours on every workday. 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. Baylor > Coronavirus (COVID-19) Information > Keep Working > Working Remotely > Managing Alternative Work Arrangements. 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. 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. Credit hours are generated when accumulated hours exceed the employee’s basic work requirement (i.e., 80 hours for a full-time employee) during a biweekly pay period. The COVID-19 pandemic has dramatically changed the way we live and work. Consider the potential improvement of business/department needs when assessing flexible schedule proposals from employees. There are 1.5 hours of work that must occur at night (between 6:00 p.m. to 7:30 p.m.) that the employee is required to work to in order to complete an 8-hour tour of duty. It is the policy of the Department of General Services (DGS) to permit alternate workweek schedule (AWS) for full … To help agencies better understand the current options available under this work schedule in responding to COVID-19, the U.S. Office of Personnel Management is providing this fact sheet. With this schedule, employees work outside the typical work hours of 7 a.m. to 6 p.m. 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. Expanded Flexible Hours under COVID-19: Monday through Friday, 6:00 a.m. to 10:00 p.m. 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. The following list does not include all possibilities for temporary alternative work arrangements for vulnerable populations, but examples include: Remote work, as available. 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. Holiday premium pay is limited to a maximum of 8 hours. Agencies may designate the number of core hours each week to meet their mission needs and are not required to have core hours on every workday. Basic Work Requirement – The basic work requirement is the number of hours (excluding overtime hours) that an employee is required to work or is required to account for by leave or otherwise. Agencies may limit the number of hours an employee may work on a daily basis. Normal Flexible Hours: Monday through Friday, 6:00 a.m. to 6:00 p.m. 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 … (See 5 U.S.C. Is holiday paid time off authorized? Is night pay authorized? If the agency policy had allowed an employee under the maxiflex work schedule to choose to perform holiday work, the agency would generally be obligated to pay a 100-percent premium for up to 8 hours of holiday work. Expanded Flexible Hours under COVID-19: Monday through Saturday, 5:00 a.m. to 12:00 midnight. 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).) Please work with your department to determine if telecommuting is available. (See 5 U.S.C. (See 5 U.S.C. 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 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. 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. Agencies must also pay night pay for any nonovertime work performed between 6 p.m. and 6 a.m. during designated core hours. 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. Core Hours – Core hours are the designated periods of the day when all employees must be working. 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.). FWS can also assist employees in balancing professional duties with caregiving and other responsibilities. COVID-19 diagnoses force leaders’ hands on schedule, alternative voting procedures Hoyer says ‘all options’ are under consideration for changes to voting Normally, an employee is entitled to night pay for the hours worked after 6:00 p.m. but, for employees with a flexible work schedule, night pay is based on whether the employee was required work nighttime hours to complete 8 basic work requirement hours in a workday. Alternative work schedules are also known as shift work. 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. Flexible Hours: Monday through Friday: 6:00 a.m. to 10:00 p.m. As a minimum requirement, an FWS must have at least 2 core hours on each of 2 workdays within a biweekly pay period. Variable Week – Employees may vary starting and stopping (or arrival and departure) times on a daily basis during the established flexible hours. 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. o Encourage staff to telework (when feasible), particularly individuals at increased risk of severe disease. 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. 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. This supports employees' efforts to balance the need to be productive at work with the demands of their personal lives. • Work with all local employers … Indeed, if we’re smart about it, the pandemic is an opportunity to embed flexible work practices. (See 5 U.S.C. The employee would only be entitled to overtime pay for additional hours that are ordered in advance by management.) Massachusetts public school students are leading the nation in reading and math and are at the top internationally in reading, science, and math according to the national NAEP and international PISA assessments. Agencies must establish flexible and core hours and the employee must work during core hours. Alternative work schedules are also known as shift work. In addition, in this particular biweekly pay period, there is a Federal holiday. (This results in a fixed schedule until the next selection period, as determined 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. 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. Alternative work arrangements offer employees the opportunity to be considered for changes to their work schedules and/or locations. No. An employee, teleworking full-time due to COVID-19, participates in the maxiflex work schedule. Write the phrase “Pass Day” in the Total Hours Worked column for your proposed day(s) off. A full-time employee must have 80 basic work requirement hours in a biweekly pay period. Credit Hours – Agency FWS policies may allow employees to earn credit hours. (See the definition of “overtime hours” at 5 U.S.C. 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. 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. In a particular biweekly pay period, this employee completes his 80-hour basic work requirement in 9 days by working more than 8 hours on some days. 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 … Compressed workweek arrangements should be initiated on a trial basis, and may be discontinued at any time at the request of either the employee or supervisor/department head. 7, CSC said that the following alternative work arrangements are set to last for the duration of the public health emergency: Burlington County is actively engaged in contact tracing positive COVID-19 cases. Core days/hours: Tuesday and Thursday, 2:00 to 5:00 p.m. (excluding any 30-minute unpaid lunch break). Fair Labor Standards Act (FLSA) covered (nonexempt) employees on FWS may not earn overtime pay as a result of “suffered or permitted” hours (under the FLSA) as hours of work. If you are using assistive technology to view web content, please ensure your settings allow for the page content to update after initial load (this is sometimes called "forms mode"). 5546(a) and 5 CFR 550.171.) Maxiflex – Employees may vary starting and stopping (or arrival and departure) times on a daily basis during the established flexible hours. Additional information on flexible work schedules may be obtained at https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/fact-sheets/alternative-flexible-work-schedules/. (See 5 U.S.C. However, special rules apply to night pay for FWS employees. 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/. 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. For a full-time employee, the basic work requirement is 80 hours in a biweekly pay period. Credit hours may only be earned during the established flexible hours (flexible time bands). These schedules are fixed and include 5/4/9, 4/10, and 3/13 work schedules. No. 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. 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. An FWS employee cannot receive more than 8 hours of paid holiday time off. 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. 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. An FWS consists of workdays with core hours and flexible hours. Agencies may expand the types of FWS that are available to employees as different types of schedules provide different degrees of flexibility. (See 5 U.S.C. (See 5 U.S.C. Under Memorandum Circular No. o Consider 7-day leave policies for people with COVID-19 symptoms o Consider alternate team approaches for work schedules. Picture: Getty Images. 6124.) DOLE calls for flexi work, other means to deal with Covid-19. 5543(a)(2) and 5 CFR 550.114(c).). However, changing the hours your employees work can have a big impact on your business. 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. The core hours are 10:00 a.m. to 2:00 p.m. on Wednesday. (See 5 U.S.C. FWS employees may not earn Sunday premium pay when they earn or use credit hours. It can affect your employees’ productivity, and it can also impact their health and social life. Flexitour – Employees select starting and stopping (or arrival and departure) times subject to agency approval. Is night pay authorized? 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. Do-it-yourself PTO. See the Handbook on Alternative Work Schedules for more information at https://www.opm.gov/policy-data-oversight/pay-leave/reference-materials/handbooks/alternative-work-schedules/. Supervisors and employees should use these guidelines to manage work from home and alternative work schedule options. Therefore, the employee earns night pay for 1.5 night hours. Those limits may include daily or weekly basic work requirements. Because of the absence of core hours on one of the normal workdays, an employee may work fewer than 10 days in a biweekly pay period. 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. 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. Refer to the County’s Telecommuting Policy for more information. However, hours within an employee’s basic work requirement are not overtime hours even if they exceed an applicable daily or weekly overtime threshold. A maxiflex work schedule can be used to address a wide range of COVID-19 work situations. 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. (See 5 U.S.C. If you would like more flexibility schedule and/or the opportunity to get an extra day for personal errands and activities, an Alternative Work Schedule might be for you! For more information on FWS and other alternative work schedules, please see the FWS fact sheet at: https://www.opm.gov/policy-data-oversight/pay-leave/work-schedules/fact-sheets/alternative-flexible-work-schedules/, the Handbook on Alternative Work Schedules at: https://www.opm.gov/policy-data-oversight/pay-leave/reference-materials/handbooks/alternative-work-schedules/, and the fact sheet on the Use of Flexible Work Schedules in Response to COVID-19 at: 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/. In response to COVID-19, the agency has decided to expand its flexible time bands to allow greater flexibility for its employees. Core day/hours: Thursdays, 10:00 a.m. to 2:00 p.m. (excluding a 30-minute unpaid lunch break). 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. 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. (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.) 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. If you are using assistive technology to view web content, please ensure your settings allow for the page content to update after initial load (this is sometimes called "forms mode"). Employees are also permitted to telework full-time in response to COVID-19. 6121(6). 454 CMR 27.04 (1) Reporting pay or "show up" pay. Yes, but not all nighttime hours will generate night pay. A full-time employee must have 80 basic work requirement hours in a biweekly pay period. Temporary alternative work location. Alternate Work Week. 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 . Calendars for Alternate Work Week Schedules; Layoff Process. The goal of the Massachusetts public K-12 education system is to prepare all students for success after high school. The maxiflex schedule will have core hours each Thursday from 10:00 a.m. to 2:00 p.m. (excluding a 30-minute unpaid lunch break) and flexible time bands starting at 6:00 a.m. and running until 10:00 p.m. available Monday through Friday. This website uses features which update page content based on user actions. 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. The agency cancels core hours that fall on a holiday. An employee may also vary the length of the workday. Though less dramatic than the other alternative schedules here, freeform PTO … The agency limits employees to no more than 10 basic work requirement hours on any workday. The agency’s maxiflex schedule will have core hours on each Thursday from 1:30 to 3:30 p.m. and flexible time bands available from 5:00 a.m. to 12:00 midnight on Monday through Saturday. An agency may choose to not establish flexible time bands on certain days, such as Sundays and holidays. 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. Is night pay authorized? Flexible Scheduling: Employee may also have the option of working an alternative work schedule, such as a 4/10 or 9/80 work weeks. 6122(a)(2).) 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. If a flexible or alternative work arrangement is granted , the requestor’s supervisor will inform the requestor. Many employees have long called for more and better flexible work arrangements, whether to accommodate carer duties, working parents or work-life balance. 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. Supervisors should communicate the flexibilities and work schedule(s) that are available to their employees, along with their expectations for employees electing to use any new flexibilities. 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. The core hours are 1:30 pm to 3:30 pm on each Thursday. Telework. An employee may work less than 10 workdays biweekly because of the absence of core hours on one of the normal workdays. While some have had to close their facilities, other companies may need to put an alternative work schedule in place to continue operations. An employee, teleworking full-time, participates in the maxiflex work schedule. Core hours are the designated period of the day when all employees must be present for work. Many industries use these schedules if the work requires around-the-clock staffing. COVID-19: Alternative Work Arrangements. 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. In Austria, schools will begin sending students to school in two different groups, each attending class in person for five days every two weeks. 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. Note: The agency bars employees covered by the maxiflex work schedule from performing work on a holiday without approval. Many industries use these schedules if the work requires around-the-clock staffing. Layoff Information for Employees; Layoff Manual; Model Workplace Violence and Bullying Prevention; Policy Memos; Political Activities; Rule 250 Frequently Asked Questions; Rules and Regulations. Additionally, if you are using assistive technology and would like to be notified of items via alert boxes, please, This website uses features which update page content based on user actions. 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. ’ s biweekly basic work requirements 11:00 p.m definition of “ overtime hours as! Basis during the established flexible hours: Monday through Friday, 6:00 to. Any applicable collective bargaining agreements or satisfy appropriate collective bargaining agreements or satisfy appropriate collective bargaining obligations can receive. 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