Departments may institute a schedule of flexible
working hours for office/service and managerial/professional employees,
provided it does not increase staffing costs or decrease departmental
efficiency. Flextime allows employees to maintain a work schedule other
than normal UNK hours. Regardless of flextime scheduling, all offices
should be sufficiently staffed to maintain regular operations during
normal UNK hours described above.
When used appropriately, flexible scheduling for hourly paid
employees can incorporate varying times for arriving at and leaving
work and/or for lunch breaks long enough to give time for wellness
activities. Because UNK is committed to wellness for its employees,
departments are encouraged to use flexible scheduling to facilitate
employees' ability to engage in wellness activities when it is possible
to do so without decreasing work efficiency.
When monthly paid employees are frequently expected to work more
than 40 hours in a work week, departments are encouraged to offer them
flexibility in arranging work schedules.
When it is possible to do so without decreasing work efficiency,
departments are encouraged to consider employee requests for flexible
scheduling, for example, four 10-hour days.
Fulltime hourly paid employees, whether on flextime or other
scheduling, are required to take an unpaid lunch break of at least 30
Flextime schedules must be approved by the immediate supervisor and
by an administrator one level above the supervisor. Departments are
encouraged to work with employees to accommodate needs for flextime
when it is possible to do so without decreasing work efficiency.
Abuse of flextime scheduling may result in loss of the privilege.
Occasions may arise when flextime must be suspended temporarily
because of departmental work load, vacations, or other reasons. When
this occurs, the department should give employees as much advance
notice as possible.
Adequate supervision must be provided for employees on flextime.
However, this does not require that supervisors be present during all
hours worked by employees. Supervision can frequently be exercised by
University policy directs that nonexempt full-time employees will
normally work and be paid for 40 hours during the workweek. Overtime
compensation in the form of compensatory time or overtime pay will be
granted at a rate of one and one-half times the regular hour or hours
worked in excess of 40 per workweek. The form of overtime compensation
will be determined by the director or chair of the department. Overtime
must be approved by the employee's supervisor prior to being worked.
Vacation, sick, holiday, funeral, military, administrative and other
approved leaves will not be included as hours worked toward the
computation of overtime. Attendance at mandatory meetings and training
sessions will be included as hours worked toward the computation of
overtime. Meal periods are not counted as worked if the employee is
relieved from duty during those periods. However, if the employee is
required or permitted to perform any duties while eating, the meal
period will be counted as hours worked. The regular 15-minute breaks
are considered as hours worked. There is not compensation for rest
periods not taken.
Office/Service employees working for two or more separate
departments or campuses will be given compensatory time when the
combined hours of all jobs exceed 40 in any workweek. The primary home
department is responsible for monitoring the total hours worked. The
Fair-Labor Standards Act requires that a record of the hours worked
each day by non-exempt employees be maintained. Departments are
responsible for maintaining the records of hours worked by their
Office/Service employees. Internal auditors, as well as Federal
auditors, may request these records.
Employees who request to use earned compensatory time shall be
permitted to use such time within a reasonable period after making such
a request if the use of the compensatory time does not unduly disrupt
the operation of the department. Employees shall not accumulate more
than 60 hours of compensatory time. To insure that compensatory time is
used within a reasonable time, compensatory balances should be used by
June 30th of each year unless permission is granted by the Human
Resources Office to carry a balance beyond that date. All accumulated
compensatory time must be taken prior to the effective date of a
promotional salary change or a department transfer. Employees who
separate from the University shall be paid for earned compensatory time.
University employees may choose to work for the University in a
part-time job on an occasional or sporadic basis in a different
capacity than their regular employment. The hours of work in the
different job shall not be counted as hours worked for overtime pay
purposes on the regular job but will be for the part-time job.
Supervisors should check with the Human Resources Office prior to
authorizing the part-time work.
Employees exempt from the overtime provision of the Fair Labor
Standards Act are not eligible to receive overtime compensation.
Acceptance of an exempt position constitutes acknowledgment that job
responsibilities may sometimes exceed 40 hours a week.