The two requirements of any flexible work schedule program are: (1) each employee must be present during core time; and (2) the employee must work the number of hours for which he/she has contracted, for example, a 40-hour week in the case of a full-time employee, or a lesser number of hours for a part-time employee. Beyond these minimal requirements, the precise working hours can be established in whatever way is consistent with accomplishment of the organization's operational needs, the wishes of the employee, and any legal or regulatory restrictions.
Supervisors should be cautioned that a flexible work schedule is not simply a rearrangement of work hours, but a step away from a rigidly controlled work environment. Flexible schedules place more responsibility on both the supervisor and the employees and require a greater measure of trust and confidence between the parties.
Regulatory guidance is available on how to deal with overtime and other premium pay provisions, compensatory time off, leave, excused absence, holidays, temporary duty, and travel when flexible work schedules are established.
| REF: n Title 5 USC Ch 61 Subchapter II n 5 CFR Part 610 |
