Summer Flexible Work Schedule

2014 Program

The University of Texas at Dallas will again make available a program during the summer of 2014. This program offers three options for eligible employees: Option A) eligible staff to work 80 hours over nine days, rather than 10 days, every two weeks; Option B) 4-10 hour days during the work week; or Option C) 9 hours per/day, Monday-Thursday and 4 hours on Friday. This program will last eight weeks during the summer, beginning Monday, June 9, and ending on Friday, August 1, 2014. The program will not be appropriate for all staff. Vice Presidents/Deans will approve requests from supervisors, managers and department heads to allow specific units, offices and individuals to participate in the program. Supervisors and employees should manage work hours closely and ensure accurate time records are submitted For non-exempt employees, compensatory time must be provided or overtime must be paid for hours worked over 40 in a work week.

Definitions

Regular Schedule: The normal University work schedule is a nine-hour day, with an hour off for lunch, resulting in 8 hours worked. The most common regular schedule involves working from 8:00 a.m. to 12:00 noon and from 1:00 p.m. to 5:00 p.m.

FLSA Work Week: The FLSA work week at UT Dallas for non-exempt employees begins at 12:01 a.m. Sunday and ends at 12:00 midnight the following Saturday.

Option A: Nine/eighty (9/80) Schedule: This allows eligible employees to work 80 hours in nine days. On the tenth day, the second Friday, participating employees have a day off. Other days may be used as the scheduled day off with the advance approval of the employee’s Vice President/Dean. For non-exempt employees, overtime must be paid for any hours worked over 40 in a workweek. Non-exempt employees will work a transition work week at the beginning and at the end of the program in order to convert to and from the program. For more information about FLSA issues affecting non-exempt employees approved to participate in the summer program, contact the Director of Employment Services at 972.883.2221.

Sample Schedule for an 9/80 Work Week (PDF, 44KB)

Option B: Four/ten (4/10) Schedule: This allows eligible employees to work 40 hours in four days via a 10 hour work day. Other days may be used as the scheduled day off with the advance approval of the employee’s Vice President/Dean. For non-exempt employees, overtime must be paid for any hours worked over 40 in a workweek. Ex: Employee works 10 hours a day Monday – Thursday and is off on Friday.

Option C: Nine/four (9/4) hours per day Monday – Thursday and 4 hours on Friday Schedule: This allows eligible employees to work 40 hours in four days via 10 hours a day. Other days may be used as the scheduled day off with the advance approval of the employee’s Vice President/Dean. For non-exempt employees, overtime must be paid for any hours worked over 40 in a workweek. Ex: Employee works 9 hours a day Monday – Thursday, and 4 hours on Friday.

Important Points to Remember

Daily Start and End Times

For participating employees, supervisors may approve any daily start and end times that begin before 8:00 a.m. and end after 5:00 p.m. with an hour for lunch that allow the employees to work 9 or 10 hours.

Points for Supervisors to Consider

The role of a supervisor or manager is critical in creating a successful flexible work environment. While the operational needs of the work unit must be considered first and foremost, a flexible work schedule gives supervisors an opportunity to consider an employee’s personal situation, creating an environment conducive to enhanced productivity, job satisfaction, and the retention of quality employees.

In reviewing requests for flexible work schedules supervisors must consider the following:

Remember, the unique needs of each operating unit will dictate how much flexibility can be provided depending on the nature of the work and individual work assignments. Employees should understand that they may not be eligible to work a flexible schedule due to the business needs of the work unit. A flexible schedule is not an entitlement. The approval of a flexible work schedule is at the discretion of the supervisor, department head and Vice President/Dean.

Advantages of a Flexible Schedule

Flexible schedules work best when meeting both department/work unit operational needs in providing efficient and effective services and the needs of the full-time and overtime eligible employee in balancing work and personal life. Some benefits of a flexible work schedule may include:

 

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