9 80 work schedule full#

In the example above, the flexible schedule worker replaces 9 hours of work with 8 hours of leave, leaving them short, while the compressed schedule worker replaces 9 hours of work with 9 hours of leave. It is not equitable, particularly when you have different groups of employees working different schedules. The time missed above 8 hours has to be made up somehow if not with accrued leave, then as unpaid leave. If a holiday falls on a day when the flexible schedule employee would have worked more than 8 hours, the employee only receives 8 hours of paid leave for the holiday. However, the DepartmentвЂ™s application of the same situation to a flexible schedule employee differs. An excused absence (whether paid or unpaid) for holidays will equal the number of hours the employee was scheduled to work.

9 80 work schedule full#

At Commerce, if a holiday falls on a 9-hour day for a compressed schedule employee, then the employee receives the full 9 hours of paid leave. One way that I have seen employers address this situation is to treat workers on a compressed schedule differently than those on a flexible schedule, an example being the federal Department of CommerceвЂ™s Alternative Work Schedule policy. What does your policy say about whether holidays count as вЂњhours workedвЂќ?.What does your policy on holidays/holiday pay say about this situation, if anything?.What is your current practice, if you have one?.So, the place to start is with your own policies and practices: Defining if and how you will award that benefit is first and foremost up to you. State law will typically provide only some broad boundaries about consecutive days worked, disclosure of policies to employees and forfeiture/accrual of leave. No federal or state law currently requires you to provide any paid holiday benefit to employees. The answer here is mostly one of policy, not law. Insights for Employers on Holiday Pay for Alternative Work Schedules So, with these general definitions in mind, how do we handle holidays for workers with a 4-10 schedule? Need to leave early for an appointment or come in later so you could get the kids to school? No worries. Want to take a three hour lunch? No problem. (our вЂњcore hoursвЂќ) but could otherwise work 8 hours anytime between 6 a.m. and could leave no earlier than 2:30 p.m. Attorneys had to report no later than 9:00 a.m. To give you an example, attorneys at the Social Security AdministrationвЂ™s Office of the General Counsel, my former employer, had to work at least 40 hours each week, but we had flexibility on when we arrived and departed. Most flexible schedules have two things in common: a set of core hours when all employees are expected to be at work and flexible time bands that allow employees to vary the hours when they arrive and depart. Regardless, employees with a compressed schedule work a total of 80 hours during each biweekly pay period.ДЄs the name implies, flexible schedules are, well, flexible! WeвЂ™re not talking complete flexibility here employees typically canвЂ™t can come and go at any time. The вЂњ4-10вЂќ schedule in which employees work 4 10-hour days each week of the pay period and have an extra day off each week.The вЂњ5/4/9вЂќ schedule in which employees work 8 9-hour days and 1 8-hour day in the pay period and get an extra day off every other week.The two most common compressed schedules in my experience are: The key feature is that a compressed schedule is fixed thereвЂ™s no flexibility about when employees report to and depart work each day. Forbes Magazine published an article last year just before Labor Day extolling the virtues of the 4-day workweek, but there are several ways you can create a compressed schedule. Typically, employers implement two types of alternative work schedules, which IвЂ™ll generally refer to as вЂњcompressedвЂќ and вЂњflexible.вЂќ A compressed schedule involves working longer but fewer days each week, so that employees complete a full 40-hour week (or 80-hour biweekly periods) in fewer than 5 or 10 work days. But how should holidays be handled? Should they get paid 10 hour holidays or 8 hours like the rest of the employees?Д«efore we get to the answer, letвЂ™s make sure we have the same things in mind about вЂњalternativeвЂќ schedules. When they submit vacation or sick time, the request is for 10 hours. Q: One of our departments works four days a week, 10 hours a day. With paydays that include the recent July 4 th holiday coming up, it is a good time to address a fairly common question for employers whose employees work вЂњalternativeвЂќ workweek schedules: How should employers handle holidays? For instance, on an HR mailing listserv I participate on, an HR manager recently asked: