University Policy: Human Resources
- 1.1 The University of Wisconsin-Platteville endorses the concept and use of flexible scheduling of employee work hours (Flextime):
- To promote employee morale
- To provide opportunities for employees to conduct personal business without taking either paid or unpaid time off.
- To maximize employee productivity.
- To accommodate individuals for whom rigid work hours constitute a hardship or even a barrier to employment.
- To minimize employee tardiness and short term absences.
- To allow greater employee participation in family and community activities.
- To increase flexibility in meeting irregular scheduling needs.
- 1.2 In establishing Flextime on this campus, however, both management and employees recognize that the use of Flextime cannot prevent or interfere with the accomplishment of the mission, goals, and tasks of the university and its various units, nor can Flextime cause a reduction in the levels of service presently being provided. It is also recognized that the success of Flextime depends entirely upon the cooperation and good faith efforts of all parties involved, and on a mutual understanding and acceptance of the benefits and limitations of Flextime. Management must be open to alternative and creative approaches to the scheduling and accomplishment of work, while employees must fulfill their commitments in a trustworthy and productive manner, for Flextime to succeed. To this end, the following guidelines are establish for the implementation of Flextime on this campus.
2.1 Flextime: A system of varying employee work time, in which each employee will work the same number of hours as usual, but the timing of hours worked will vary by mutual agreement between and employee and his.her supervisor within established Flextime guidelines. All requests for Flextime must be approved by the immediate supervisor and the appropriate dean/director and personnel director.
2.2 Core Hours: Prespecified times of day when all available employees must be in work status in their unites; core hours may or may not be required in a specific unit, depending upon the nature of work performed or the level of service to be maintained.
2.3 Position: A group of duties and responsibility which require the services of an employee on a part-time or full-time basis.
2.4 Employee: any person holding a position in the classified civil service.
3.1 In cases of conflict arising out of requests for Flextime scheduling, these Flextime rules and guidelines are superseded by federal and state laws, administrative rules, and existing labor contracts.
4.1 All UW-Platteville classified employees are eligible to participate in Flextime.
4.2 Specific positions or work units may be excluded on a temporary or permanent basis to meet workload or production requirements. Permanent exclusions require the approval of the assistant chancellor for Business Affairs, as the designated representative of the Chancellor.
4.3 Employees requiring close supervision are restricted to working only those hours when supervision is available.
4.4 An employee may be denied eligibility on a temporary or permanent basis for abuse of Flextime, such as misrepresentation of hours worked.
5.1 The standard Flextime schedule for professional, supervisory and management employees is 80 hours every two-week pay period.
5.2 The standard Flextime schedule for all other employees is 40 hours per week.
5.3 Those employees who have lunch breaks of 30 minutes as part of their regular work schedule may lengthen (to not more than 60 minutes) their lunch breaks with supervisory approval, and in conformity with labor contract provisions.
5.4 Rest periods may not be used as part of the Flextime scheduling, as rest breaks are standard work time, and employees are in pay status during rest breaks.
5.5 The maximum number of hours which a supervisor may approve for an employee to work in a day is 10.
5.6 The maximum number of hours which may be claimed for a legal holiday falling within a Flextime schedule is 8.
5.7 The standard basis of employment for full time employees using flextime work schedules will be 40 hours per week.
6.1 Flextime schedules are employee initiated; no employee may be required to participate in Flextime. This does not nullify management's right to change official employee work schedules to meet the needs of the university, in a manner consistent with applicable provisions of administrative rules and labor contracts.
6.2 Flextime schedules must be approved in writing by the supervisor, director/dean and personnel director. Copies of approved Flextime schedules which exceed two (2) weeks in duration, will be forwarded to the Union. Supervisors may require submission of the schedule in writing up to two weeks in advance, but not less than one day (24 hours). In all cases where time sheets are filled out for payroll purposes, they should record accurately the exact hours worked.
6.3 Core hours may be designated by supervisors, or they may choose not to establish core hours, depending on the unit's production or workload requirements.
6.4 Flextime schedules may be either:
- Fixed, that is, the employee may start, end, and take a lunch break at the same hours every day; or
- Variable, that is, the employee may work a varied schedule of hours, subject to 6.2 above.
6.5 Flextime schedules may be either:
Long-term, that is, for a period of time longer than one bi-weekly payroll period, such as summer months, school year, indefinitely, etc.; or
short-term, that is, for one day, one week, one payroll period, or other short periods of time.
7.1 Employees participating or wishing to participate in Flextime shall:
- 7.1.1 Obtain advance approval of a proposed Flextime schedule from the supervisor.
- 7.1.2 Be able to meet all workload requirements, and attend all scheduled conferences and meetings within the proposed Flextime schedule.
- 7.1.3 Schedule only hours in which work is available, or in which it is possible to perform the duties of the job.
- 7.1.4 Notify other employees, who will be affected by their schedules and whereabouts while in work status, by posting schedules, notifying a receptionist, or other appropriate means.
- 7.1.5 Coordinate schedules with those of other employees to maintain minimum staffing levels and required employee interaction.
7.2 Employees participating, or wishing to participate in Flextime may not:
7.2.1 Propose a schedule which includes compensable overtime.
7.2.2 Propose to work when supervision is not available, if the job or employee requires supervision.
7.2.3 Propose a schedule which includes work at other than the regular work site.
8.1 Supervisors shall:
- 8.1.1 Approve reasonable requests for Flextime which conform to these guidelines.
- 8.1.2 Determine staffing and workload requirements and, if necessary, designate a minimum number of persons to be available during regular shift hours at a work station or site.
- 8.1.3 Notify employees of schedule conflicts within two days of receiving a request, or learning of a potential conflict.
- 8.1.4 Resolve schedule conflicts according to the following procedures.
1. Prescheduled annual leave requested at least 30 days in advance has priority over Flextime requests.2. The supervisor shall contact the employees and ask them to resolve the conflict among themselves.3. If employees are unable to resolve the conflict, the supervisor shall resolve the conflict in favor of the employee(s) with the most seniority.4. If the same or similar conflict arises again and the supervisor again must resolve the conflict, the conflict shall be resolved in favor of the employee(s) with the next most seniority, etc.
- 8.1.5 Make reasonable efforts to avoid conflict in scheduling meetings and other groups.
8.2 Supervisors may:
8.2.1 Revoke an employee's eligibility to participate in Flextime for abuse of the program.
This local agreement shall take effect July 13, 2000, in accordance with the provisions of 6/15/1 and 6/15/2 of the agreement between the State of Wisconsin and the AFSCME, council 24, Wisconsin State Employees Union (hereinafter Master Agreement) dated May 21, 2000 to June 30, 2001*. This local agreement shall expire upon termination of the 1999-2001 Master Agreement between WSEU and the State. Upon termination, all obligations are automatically cancelled unless extended by mutual agreement between Local 1622, WSEU, and the University of Wisconsin-Platteville.
Force and Effect of Flextime Rules
*Note: This agreement has been extended.Stephen P. Zielke, Assistant Chancellor, Business AffairsCarol Beals, President, Local 1622