Human Resources Website

Alternative Work Schedule

Summary

The University System of Georgia allows system institutions to adopt alternative work programs. Georgia State University recognizes that alternative work schedules benefit the University, employees and the environment. As a result, Georgia State University is implementing guidelines for establishing alternative work schedules within departments. Alternative work schedules may include, but are not limited to, compressed workweeks or flex scheduling. Alternate work schedules are a privilege and may be discontinued, temporarily suspended or altered, with or without notice, in the sole discretion of the appropriate supervisor, Vice President or Dean. Alternative work schedules may not be suitable for all employees and/or positions. An alternative work schedule will be decided by the supervisor, with the approval of the appropriate Vice President or Dean, and will be consistent with University and department practices. These guidelines will be implemented beginning the first Monday after spring commencement and end the last Friday of the summer session. In certain exceptions, alternative work schedules may be extended beyond the summer period, with the approval of the supervisor and Vice President/Dean, to meet the needs of the University (i.e. extended student service hours).

**Note: For 2009, the alternative schedule would be available starting May 11 and ending July 31, 2009.

Applicability/Eligibility

This policy applies to all staff members who:

  • Fill a job classification/position that has been determined by his/her department as eligible for an alternative work schedule
  • Have completed their probationary period (six months)
  • Are not currently on a Performance Improvement Plan (PIP) or disciplinary action
  • Have not been suspended without pay in the last six months
  • Have received a rating of Meets Expectations or better on their annual Performance Evaluation

Definitions

Flex Schedule: Flextime allows for flexible scheduling arrangements that permit variations in starting and departure times, but does not alter the total number of hours worked in a workweek or workday and does not allow for working away from the office location. A Flex Schedule can be used to improve coverage and extend service hours.

Compressed Workweek: Any work schedule permitting an employee to work the equivalent of a full week in fewer than five days or a full two weeks in fewer than 10 days. Compressed Workweek schedules include:

  • 9/80 - working eighty hours in nine days with the tenth day off (Not available to non-exempt staff)
  • 10/40 - working four, ten-hour days with one day per week off

Guidelines

  • Vice Presidents, Deans or their designees are responsible for establishing work schedules that meet the needs of their respective areas. Alternate work schedules may be granted when such schedule will not interfere with the efficient operation of the University and the employee is able to maintain expected levels of performance.
  • A specific work schedule, including work days and hours, must be agreed upon in advance and have prior written approval from the employee’s supervisor (see Attachment A).
  • Alternate works schedules are a privilege and may be discontinued, temporarily suspended or altered, with or without notice, in the sole discretion of the appropriate supervisor, manager, Vice President or Dean.
  • Overtime must be approved in advance and should not result from being on an alternative work schedule.
  • Employees must maintain a normal workload; the productivity of the department or other staff members must not be compromised.
  • The decision to allow, not allow, alter or discontinue alternative work schedules is not grievable.

Compressed Workweek

  • If a holiday falls on a regular day off, the employee receives holiday credit for 8 hours, to be used on another day during the two week period.
  • If a holiday falls on a scheduled “long” work day (this will be 9 hours for the 9/80 and 10 hours for the 10/40), the employee will need to take one (9/80) or two (10/40) hours of vacation time or work additional hour(s) on the days in the office.
  • Sick and vacation time will be recorded to the corresponding hours of the established schedule.  For example, if an employee calls in sick on a 9 hour day, 9 hours of sick will be used.

When Alternative Workweeks should/should not be considered

Requests for an alternative work schedule should be considered when:

  • The staff member has received a rating of “Meets Expectations” or better on their annual performance evaluation
  • The quantity and quality of work can be maintained on an alternative work schedule
  • Quality of service can be maintained for students, faculty, staff and other members of the University community

Requests for an alternative work schedule should NOT be considered when:

  • The nature of the job requires the employee's physical presence and the employee’s absence would compromise efficiency and/or effectiveness
  • The employee's performance evaluations do not indicate sustained, acceptable, levels of performance
  • The employee is currently on a PIP or other disciplinary action or has been in the past six months
  • The employee is in the six month probationary period or in the first six months of a new position or new duties
  • The employee has a demonstrated attendance problem in the last six months