Campus Summer Work Schedule FAQs
- What are the days/hours of the campus negotiated 4/10 summer work schedule?
- What hours will the campus be open to students and the public?
- Are there exceptions to the campus 4/10 summer work schedule?
- How do I request an exception to the campus 4/10 summer work schedule?
- Can I use vacation or Compensating Time Off (CTO) to modify my work schedule?
- I want to take a dock instead of using my vacation and CTO. Can I do this?
- What if I work overtime and have used one hour of vacation or CTO on days during the week?
- Do I need to report Excess/Deficit Hours?
- Can I use my Personal Holiday to cover an hour a day during the 4/10 schedule?
- What is the purpose of the campus 4/10 summer work schedule?
- What will be the impact on vacation and sick leave use and accrual rates?
Staff employees will work 10 hours each day Monday through Thursday from 7:00 a.m. to 5:30 p.m. with regular break periods and a half-hour lunch.
The campus will be open to students and the public from 7:00 a.m. to 5:30 p.m. Monday through Thursday.
Yes, upon approval. Employees may request to modify the 7:00 a.m. to 5:30 p.m. Monday through Thursday schedule based on individual cases of hardship. Childcare issues, elder care, medical issues, and physical limitations are examples of what may constitute a hardship. An alternative 10-hour day (e.g., 6:30 a.m. to 5:00 p.m., 7:30 a.m. to 6:00 p.m., 8:00 a.m. to 6:30 p.m.) may be used as one form of adjustment. Inconvenience alone will not be considered a hardship.
Staff employees will need to seek a modification from their supervisor. If the employee and the supervisor are unable to work out a modification, the employee shall complete a hardship exception form with supporting documents. The employee must forward the form and documentation to the Director of Labor Relations and Compliance at (campus zip 0010) and submit a copy of the form and documentation to their appropriate manager. A Notice of Work Schedule form is required for any employee not working the negotiated 4/10 summer work schedule.
Yes, non-exempt employees may use accrued vacation time and/or CTO with the approval of their supervisor. Employees should enter their Vacation and CTO usage using the Absence Management Self Service (AMSS) system. In the event that the non-exempt employee doesn’t want to use vacation time or doesn’t have vacation time or CTO, the employee may take dock time with their supervisor’s approval and an approved hardship exception. If an employee is reporting dock time, a paper absence report must be submitted to report all time taken for the pay period(s).
Yes, if you are a non-exempt employee and have an approved hardship exception. Also, for payroll requirements, you must submit a preliminary paper absence report by the 15th of each month to ensure your paycheck issues correctly and is available on payday. If an employee is reporting dock time, a paper absence report must be submitted to report all time taken for the pay period(s).
Vacation and CTO are considered “time worked” and are counted toward the 40-hour work week. Anything over 40 hours for non-exempt employees is considered overtime.
Employees who are moving from the standard State work schedule Monday through Friday, 8 hours a day schedule, to the negotiated 4/10 summer schedule do not need to report Excess or Deficit Hours for June, July or August pay periods.
No, your personal holiday must be used as an entire day. If you take a day off, Monday through Thursday, your personal holiday covers the entire 10-hour day.
The purpose of the summer schedule is to provide an employee benefit of three-day weekends and reduce our carbon footprint.
If a 10-hour day is used for either vacation or sick leave the accrual will be reduced by that same number of hours. Employees should enter their Vacation and sick leave usage using the Absence Management Self Service (AMSS) system. The summer schedule will have no effect on leave accrual rates.