|Executive Director of Human Resources
|Responsible Executive Officer:
|Vice President for Business & Finance
To define the campus workweek and establish criteria for adjusted schedules.
The campus workweek has been established consistent with the Fair Labor Standards Act; that is, the campus workweek for Walters State Community College begins at 12:01 a.m. Saturday and ends at midnight Friday. A standard full-time workweek is 37.5 hours worked within this timeframe. A non-exempt employee should not routinely work over 37.5 hours during the campus workweek. In the event a non-exempt employee does exceed 37.5 hours during a workweek, the provisions of WSCC Policy 06:25:00 Overtime/Compensatory Time and WSCC Policy 06:25:01 Fair Labor Standards Act will apply. During the course of a work day, employees should have a minimum of a 30-minute period for lunch and an optional 15-minute break both in the morning and the afternoon. Breaks must, of necessity, be scheduled in a manner consistent with workload demands as determined by the immediate supervisor. Employees may not skip lunch in order to shorten their work day.
The college’s normal business hours of operation will be from 8:00 a.m. to 5:30 p.m. Monday through Thursday for administrative areas. Appropriate staffing to cover all essential services must be maintained during the core time, with the understanding that different departments may have different schedules. Unless approved by the president, all departments should remain open during the college’s normal business hours. Supervisors may, at their discretion, stagger employee work schedules provided that offices remain open to ensure services are provided.
Supervisors may work with their employees to adjust time worked in the office or to accommodate an alternative work schedule as described in WSCC Policy 06:10:16 Alternate and Remote Work Arrangements. This provision is not a right or guarantee, but a privilege granted to employee’s subject to the guidelines stated herein. Three guiding priorities must be considered when approving alternative work arrangements: 1) the nature of the job to be done; 2) the most effective means to accomplish the job; 3) evaluation of the effectiveness of the practices that are implemented. Adjusted work schedules must ensure the employee’s work responsibilities and performance are not adversely affected and support for departmental responsibilities and instructional activities are not compromised.
In the event an employee is unable to complete the weekly planned work schedule as planned, the supervisor may adjust the employee’s schedule according to the needs of the department, which may necessitate that the employee work or be granted the use of leave. The combination of work time and leave time must be sufficient to account for 37.5 hours in the workweek.
Hours worked under the adjusted work schedule will be documented for non-exempt employees using Web Time Entry and as specified in WSCC Policy 06:25:01 Fair Labor Standards Act.
11/08; 10/13; 1/15; 05/16; 05/21