COMPRESSED WORK SCHEDULES
1. Purpose. To establishes procedures for implementation and use of compressed work schedules within the U.S. Army Signal Center and Fort Gordon (USASC&FG).
2. Applicability. The following guidance applies only to full-time, permanent civilian appropriated fund employees and full-time, regular non-appropriated fund (NAF) employees of the USASC&FG. This guidance will not apply to bargaining unit employees. Any previous plans negotiated concerning compressed work schedules (CWS) will not be superseded by this guidance.
a. A CWS schedule is a voluntary work schedule that enables an employee to complete the 80-hour biweekly work requirement in fewer than 10 workdays. There are two types of CWS within the USASC&FG. One type of CWS is called an 8-9/1-8 schedule in which an employee’s biweekly tour of duty is composed of eight 9-hour workdays and one 8-hour workday. The other type of CWS is a 4-10 in which an employee’s work week consists of four 10-hour workdays.
b. A scheduled day off (SDO) is an additional day off duty that an employee receives as a result of working on a CWS. While employees on conventional tours of duty have 10 workdays in each pay period, an employee on an 8-9/1-8 CWS has 9 workdays and one SDO and an employee on a 4-10 CWS has 8 workdays and two SDO’s.
c. A basic work week is one in which an employee works five 8-hour days.
a. Directors * will determine whether a CWS will be implemented within their organization. If a director has implemented a CWS within his organization, he can later terminate CWS if he finds, for example, that it has reduced productivity, diminished the level of services furnished to the public, increased the cost of operation within his organization, or has otherwise adversely affected the operation of his directorate.
* The term "directors" is defined as commanders, directors,
and heads of personal staffs. At
the Dwight David Eisenhower Army Medical Center, it is defined as
department/division chiefs and heads of independent staff offices.
(1) Will ensure that an established CWS takes into consideration mission requirements, service to the public, impact on the efficiency of field activities and other military organizations, and impact to individuals, their families, and their transportation needs. Management retains the right to maintain an adequate work force.
(2) May identify employees as ineligible to participate in the CWS due to the nature of their positions or due to employee violations of the CWS policy. The reasons for the exclusion should be communicated to the affected employees.
(3) Will monitor adherence to this policy and to establish work schedules, report violations to branch/division chiefs, and initiate appropriate disciplinary action for abuse of this policy.
(1) Desiring a CWS will submit a written request to their supervisor using the format at Figure 1.
(2) Abusing the policy may lose the opportunity to participate in the CWS and are subject to appropriate disciplinary action.
a. Establishment of Compressed Work Schedules.
(1) Supervisors will explain the CWS program to the employees and describe the work schedule options available to them.
(2) Each employee desiring a CWS will submit a written request to their supervisor by using the sample format at Figure 1.
(3) The tour of duty of an employee maintaining a basic work week will not be involuntarily changed due to any other employee desiring a CWS.
(4) During initial implementation of CWS in an organization, tours of duty will be assigned by supervisors based on the seniority (service computation date as shown on an employee’s Standard Form 50-B (Notification of Personnel Action) of the employees voluntarily requesting a CWS. An employee may request a CWS at any time. If an employee requests a CWS after initial implementation, the employee will be considered as junior regardless of service computation date and will not be allowed to displace any employee currently working a CWS. If organizations are merged as a result of reorganization/realignment, the director of the resulting organization will determine whether to implement a CWS in the new organization. If he decides to implement a CWS, then the CWS will be implemented in accordance with the terms of this paragraph.
(5) An employee may request, at any time, that the CWS for subsequent pay periods be changed by using the sample format at Figure 1. Supervisors will consider requests for changes based upon workload and scheduling requirements. The employee requesting the CWS change will not be allowed to displace any employee currently working a CWS.
(6) An employee may request a change to the CWS during the current pay period as long as the requirements for 80 hours of work in the pay period are met.
(7) Supervisors may change an employee’s CWS for the current pay period when the change to the schedule involves the second week of the pay period and the change is directed during the first week of the pay period.
(8) Supervisors may change an employee’s CWS for subsequent pay periods when work requirements make the change necessary. Employees will be given a two week advance notice, if possible.
(9) Employees may request to change from one plan to another based on a non-hardship reason no more frequently than once a quarter after the implementation/termination of a CWS schedule.
b. Hours of Duty. Employees on the regular day shift may, with supervisory approval, begin work as early as 0630. The workday for day shift employees will end no later than 1800. On an exception basis, directors may approve an earlier shift due to the requirement to perform specific work.
c. Charges to Leave.
(1) Employees will be charged the appropriate category of leave on an hour-for-hour basis for all absences.
(2) Employees who request and are granted either annual or sick leave for an entire workday will be charged for the number of hours they are scheduled to work on the day in question (e.g., 8, 9, or 10).
(3) Charges to leave without pay (LWOP) or absence without leave (AWOL) will also be based on the employees schedule for the day in question.
(4) An employee who is a member of the National Guard or Armed Forces Reserve must revert to the basic work week for the pay periods while on military leave.
(1) Under CWS, overtime entitlements for NAF employees will remain unchanged and, therefore, may entail overtime obligations for some NAF employees. Directors considering implementation of CWS in an area that includes NAF employees should coordinate with the Civilian Personnel Advisory Center, Directorate of Human Resources, concerning the impact of overtime payment and compensatory time.
(2) Appropriated fund employees who are officially ordered to perform work in excess of their CWS are entitled to overtime, if otherwise eligible, for all hours in excess of the 8, 9, or 10 hours scheduled on the day in question. Overtime entitlements are limited to hours in excess of the 8, 9, or 10 hours scheduled.
(3) Employees who are officially ordered to perform work on a scheduled day off are entitled to overtime, if otherwise eligible, for all hours worked on that day.
(4) Methods of compensation for overtime (paid or compensatory time off) remain unchanged.
(1) When a holiday falls on an employee's scheduled workday, the employee will not be expected to report to work and will be paid for the number of hours (8, 9, or 10) scheduled for that day. If the employee is required to work, the employee will receive holiday pay for the number of hours (8, 9, or 10) normally scheduled for the day in question.
(2) When a holiday falls on a non-workday:
(a) The holiday falls on Sunday, the first regularly scheduled workday following the Sunday-holiday, is the employee’s in-lieu-of holiday.
(b) The holiday is not a Sunday; the last regularly scheduled workday preceding the holiday is the employee’s in-lieu-of holiday.
f. Temporary Duty.
(1) Regardless of the length of the temporary duty, employees on temporary duty will revert to the basic work week during the pay period of their temporary duty.
(2) Employees will be required to follow the work schedule used at the temporary work/training site.
03/15/10 Back to Policy Letters