SPP 306: Work Schedules
To define university business hours and a standard work week and to allow flexibility in work schedules as appropriate
29 U.S.C.A. §201 et seq., Fair Labor Standards Act of 1938, as amended
All regular classified employees, university staff, and non-faculty administrators
The university’s varied activities do not permit a uniform work schedule for all departments. Vice presidents, deans, or their designees should establish standard, nonstandard, or alternative work schedules and telecommuting options that best meet the service and work needs of their respective areas.
University Business Hours
University business hours are 8:00 a.m. to 5:00 p.m., Monday through Friday, except for university holidays.
Standard Work Week
The standard work week for full-time (1.0 FTE) nonexempt employees is 40 hours, worked between 12:01 a.m. Monday and 12:00 midnight Sunday.
The standard work schedule for a full-time (1.0 FTE) employee will be five eight-hour days.
Supervisors also may allow nonexempt and exempt employees to work nonstandard weekly work schedules. Nonstandard alternatives may include four ten-hour days in a work week for nonexempt and exempt employees or a 9-80 schedule over two work weeks for exempt employees.
Supervisors may require employees to work alternative work schedules to provide necessary support services to the university community, to expedite a unit’s work flow, or to accommodate an individual employee’s needs.
Alternative work schedule options include but are not limited to:
Changing an Employee’s Work Schedule
A supervisor may change an employee’s work schedule for periods of 30 days or more with a minimum of two weeks’ notice. A temporary change in work schedule of less than 30 days may be made with 24 hours’ notice. In an emergency, a supervisor may require that an employee change his or her work schedule without notice.
Telecommuting could be considered as an alternative work arrangement when it is mutually beneficial to both ASU and the employee. Telecommuting is an arrangement in which some or all of the work is performed at an off-campus work site such as home.
The determination that a position may or may not be appropriate for a telecommuting arrangement is made on a case–by–case basis and at the department level. Departments evaluate whether a position is suitable for telecommuting based on the nature of the work that is being performed.
Requests to telecommute should be considered when:
Nonexempt employees who telecommute are required to report their work hours and take required rest breaks and meal periods as applicable.
A telecommuting arrangement should be put in writing and may be revoked at any time if it is determined to be in the best interest of the department or university. Telecommuting does not alter the staff member’s employment relationship with the university. Employees who telecommute are subject to all university policies and terms and conditions of employment.
Other Alternative Work Arrangements
In addition to telecommuting, supervisors may offer flexible work arrangements, if these arrangements do not adversely affect the university’s business operations.
A supervisor must follow the same approval mentioned above when considering alternate work arrangements.
Examples of other alternate work arrangements include but are not limited to:
- job sharing—two employees negotiate an arrangement to share the duties and responsibilities of a position normally handled by one employee
- the ABOR approved phased-retirement program
- the flexible employment program described in SPP 214.
Alternate work arrangements must not:
Departments are encouraged to consider nonstandard work schedules, telecommuting, or alternate work arrangements as long as the university’s operations are not harmed and the employee’s performance does not deteriorate. A department may discontinue, temporarily suspend, or alter the arrangement when business needs change. Departmental needs, customer service, productivity, and quality always take precedence. It is the university’s exclusive decision to provide alternate work arrangements—the decision is not subject to the grievance procedure.
Employees are entitled to an unpaid meal break of at least 30 minutes each work day. Nonexempt employees must be completely relieved of work duties during the meal period for a meal break to be noncompensable.
A nonexempt employee may take a paid rest period not to exceed 15 minutes for each four-hour work period.
Employees may not, unless specifically authorized by the supervisor, use rest periods to:
Nursing mothers will be provided with reasonable break periods as needed and a place other than a restroom for the purpose of expressing milk for their nursing child for one year after the child’s birth.
See also SPP 214, “Flexible Employment Program.”
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