RD Instruction 2051-G

PART 2051 - HOURS AND PAY

Subpart G - Hours of Duty, Flexitime, and Compressed Work Schedules

## Table of Contents

[Sec]{.underline}. [Page]{.underline}

2051.301 Introduction 1

2051.302 Establishment of work schedules - general 1

2051.303 Office hours 1

2051.304 Flexitime objectives 2

\(a\) Improve productivity 2

\(b\) Improve the quality of life for all employees 2

2051.305 Authority to implement Flexitime 3

2051.306 Flexitime concept 3

\(a\) Core time and flexible time 3

\(b\) Employee options 3

2051.307 The Rural Development Flexitime program 3

\(a\) Customer service band 4

\(b\) Core time 4

\(c\) Core Time Deviation (CTD) 4

\(d\) Flexible time, the morning band 4

\(e\) Flexible time, the afternoon band 4

\(f\) Model 5

2051.308 Selecting and changing work schedules 5

2051.309 Resolving conflicts in the choice of 5

starting times

2051.310 Adjustments for hazardous weather and other 6

Government-wide situations

\(a\) Delayed office opening 6

\(b\) Early dismissal 6

\(c\) Washington, D.C. metropolitan area only 6

2051.311 Time accounting and recordkeeping 7

\(a\) Absence chargeable to leave 7

\(b\) Authorized core time deviations and absences 7

D during flexible periods (15-minute deviations excepted)

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RD Instruction 2051-G

Table of Contents

Page 2

[Sec]{.underline}. [Page]{.underline}

2051.312 Leave, tardiness, and overtime 7

2051.313 Office hours in County and District Offices 7

2051.314 Labor-management agreements 7

2051.315 Termination of Flexitime 8

2051.316 Supervisory responsibility 8

2051.317 Employee responsibility 8

2051.318 - 2051.350 \[Reserved\] 8

Exhibit A - Compressed Work Schedules

## oOo 

RD Instruction 2051-G

PART 2051 - HOURS AND PAY

Subpart G - Hours of Duty, Flexitime, and Compressed Work Schedules

§ 2051.301 [Introduction]{.underline}.

The purpose of this subpart is to:

\(a\) Describe the general rules applicable to hours of duty and the
establishment of work schedules applicable to bargaining unit employees
unless otherwise bargained with local unions. **Nonbargaining unit
employees should refer to RD Instruction 2051-F**. (Revised 05-31-00,
SPECIAL PN.)

\(b\) Authorize and explain Flexitime options for those offices and
employees electing to go on Flexitime.

\(c\) Define and explain Compressed Work Schedule (CWS) options for
those offices and employees authorized to go on CWS (See Exhibit A of
this subpart).

§ 2051.302 [Establishment of work schedules - general]{.underline}.

When supervisors are assigning tours of duty, they should assure that:

\(a\) Assignments are made at least 1 week in advance.

\(b\) The basic 40-hour workweek is scheduled equally over 5 days,
Monday through Friday, when possible, and the 2 days off are consecutive
(except for deviations as authorized in Exhibit A of this Subpart).

\(c\) The scheduled working hours are the same for each day of the
workweek unless a variable schedule workweek is selected under Flexitime
as provided in § 2051.308 of this subpart.

\(d\) Holidays are included as one of the 5 workdays.

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

DISTRIBUTION: WSDC Personnel

Hours and Pay

## 1

## (Revision 1)

(04-24-91) PN 163

RD Instruction 2051-G

§ 2051.303 [Office hours]{.underline}.

\(a\) Individual employee office hours in the Washington, D.C.
metropolitan area (National Office (NO)) and in the Finance Office (FO)
may vary according to the Flexitime and CWS provisions of this subpart.
Each Division or Staff, however, must provide telephone and professional
coverage from 8:00 a.m. to 5:00 p.m. Employees are authorized a
30-minute lunch period to be taken between 11:00 a.m. and 2:00 p.m.

\(b\) Office hours for field offices must be open from 8:00 a.m. to 4:30
p.m., unless they are satellite offices with limited resources. This is
not applicable to those employees whose duty station is FO.

\(c\) If an office is authorized to close for part of a day, a notice
will be posted on the entrance giving the time of return. If a District
or County Office is closed for a day or more, a notice will be posted
giving an emergency telephone number.

§ 2051.304 [Flexitime objectives]{.underline}.

Flexitime, as used in Rural Development, has two major objectives:

\(a\) [Improve productivity]{.underline}. Factors which may contribute
to an increase in work quality and/or quantity in Rural Development
include: Reduced tardiness and short term absences; quieter hours which
may be possible at either the beginning or the end of the day; and an
enhancement of employee attitudes toward job orientation as opposed to
time orientation.

\(b\) [Improve the quality of life for all employees]{.underline}.
Flexible work hours can give each employee a measure of freedom and
control over his/her personal working situation by providing the
employee with the opportunity to select and vary starting and departure
time, within limits. These choices allow each employee to select the
hours which best suit his/her particular situation and also allows them
to travel to and from work at other than peak rush periods. Finally,
employees can enjoy a greater opportunity to participate in Rural
Development sponsored Wellness Program activities, as well as in
community, family, and leisure activities.

## 2

## (Revision 1) 

RD Instruction 2051-G

§2051.305 [Authority to implement Flexitime]{.underline}.

State Directors, Deputy Administrators, Assistant Administrators, and
Division/Staff Directors of the NO, may implement Flexitime at their
discretion when it can be expected to be generally supportive of the
cited objectives. State implementation will be accomplished by way of a
State Supplement to this subpart

§2051.306 [Flexitime concept]{.underline}.

\(a\) [Core time and flexible time]{.underline}. Under Flexitime, the
traditional system of fixed time of arrival and departure is replaced by
a working day which is composed of two different types of time:

\(1\) [Core time]{.underline} is the span of hours designated during
which all employees must be on the job.

\(2\) [Flexible time]{.underline} is all the time designated as part of
the schedule of work hours within which the employee may choose, with
supervisory concurrence, the time of arrival and departure from the
office. Within the established core and flexible time bands each
employee must work or otherwise account for 8 hours plus the established
lunch period. Part-time employees will be allowed to establish their
work hours with the approval of their supervisor.

\(b\) [Employee options]{.underline}. Where implemented, each individual
employee has the option of continuing on the old schedule or choosing a
new one.

§2051.307 [The Rural Development Flexitime program]{.underline}.

The following provisions describe Flexitime as it may be operated in
Rural Development. Also provided in paragraph (f) of this section is a
model which diagrams the appropriate time requirements for Flexitime.
Times shown are applicable to the NO and the FO and should be varied to
suit State and local requirements. However, States should be aware that
Flexitime must operate between 6:00 a.m. and 6:00 p.m. in order to avoid
the obligation of night differential.

## 3

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RD Instruction 2051-G

§2051.307 (Con.)

\(a\) [Customer service band]{.underline}. All offices must maintain a
reasonable operational capability between 8:00 a.m. and 5:00 p.m. This
means that all offices in the NO must provide telephone and professional
coverage during these hours.

\(b\) [Core time]{.underline}. Except as explained in paragraph (c) of
this section, all full-time employees must be at work between 9:00 a.m.
and 3:30 p.m. To the extent possible, all meetings should be scheduled
during core time.

\(c\) [Core Time Deviation (CTD)]{.underline}. CTD is an absence from
duty, requested by an employee, and specifically authorized by the
supervisor, during the core time. This absence must be made up within
the same day during flexible time in lieu of charge to any type of
leave.

\(d\) [Flexible time, the morning band]{.underline}. Subject to the
needs of the office, each employee will select a starting time (in
increments of 15 minutes) between 7:00 a.m. and 9:00 a.m. Employees are
permitted up to a 15-minute deviation starting after 7:00 a.m., of the
selected arrival time, but must be at work no later than 9:00 a.m. It is
the intent that the use of this 15-minute allowable deviation should be
on an irregular or occasional basis rather than a regular occurrence.
With advanced approval of the supervisor, an employee may report for
work ahead of his/her scheduled starting time (but not prior to 7:00
a.m.), and then leave and return during the flexible period. As in the
use of CTD, this authorization may be used to accommodate short absences
without resorting to leave.

\(e\) [Flexible time, the afternoon band]{.underline}. The core time
ends at 3:30 p.m.; therefore, an employee\'s workday may end at any time
between 3:30 p.m. and 6:00 p.m. once he/she has completed, or otherwise
accounted for 8 hours plus a lunch break. The flexible time bands have
been designed so that if employees begin work at 7:00 a.m. they can
complete their workday by 3:30 p.m. If an employee begins work at 9:00
a.m., he/she will complete the workday at 5:30 p.m. Actual quitting time
must be adjusted to account for a full 8 hours of work depending upon
actual starting time and/or any excused absence earlier in that day.

## 4 

RD Instruction 2051-G

§2051.307 (Con.)

\(f\) [Model]{.underline}

7:00 a.m. 6:00 p.m.

/ Customer Service Band /

/ / / /

[/ 8:00 a.m. 5:00 p.m. /]{.underline}

/ 9:00 a.m. 3:30 p.m. /

Morning / / Afternoon

Flexible Core Time Flexible

Band Band

§2051.308 [Selecting and changing work schedules]{.underline}.

Upon establishing Flexitime, each employee is given the opportunity to
select his/her work schedule, subject to supervisory approval and
responsibility for assuring adequate office coverage during customer
service hours. Form RD 2051-1, \"Application for Change in Tour of
Duty,\" will be used for this purpose. An employee may be permitted to
choose one schedule for certain days of the week and another schedule
for the remaining days. (The legal requirement that the working hours
must be the same for each day of the week, as specified in §2051.302(c)
of this subpart, is met under Flexitime so long as the flexible and core
time bands remain the same for each day of the workweek). Once a
schedule has been selected and approved by the supervisor, it becomes
the employee\'s permanent schedule. However, an employee\'s schedule may
be modified at any time, for either a permanent or 1-day change
(requested absence during core or flexible time band) with prior written
application and [approval]{.underline} by the employee\'s supervisor
using Form RD 2051-1. (Schedule changes may also be made at the
initiation of the supervisor, as operationally necessary.)

§2051.309 [Resolving conflicts in the choice of starting
times]{.underline}.

Because of specific job requirements in some offices or the need to
ensure coverage during the customer service band, the same degree of
personal choice may not be possible for all employees. When two or more
employees prefer a starting time that cannot be granted to all, the
conflict will be resolved by rotating the preferred schedule among the
employees concerned. Such rotations must be scheduled at least one week
in advance. Employees must also consider the requirements of their job
in selecting starting times. Every effort should be made to resolve
differences at the employee-supervisor level. In resolving differences,
the decision of the next higher authority shall be final.

## 5

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RD Instruction 2051-G

§2051.310 [Adjustments for hazardous weather and other Government-wide
situations]{.underline}.

It is intended that employees on Flexitime should neither receive
favored treatment nor be penalized as a result of Flexitime. Employees
on Flexitime and those on a traditional work schedule should be treated
in the same manner.

\(a\) [Delayed office openings]{.underline}. If the building opens late
as a result of hazardous weather conditions, the traditional hours will
be used as a reference point, and all employees on Flexitime will be
treated the same as other employees. For example, prior to the
introduction of Flexitime, the office hours were 8:15 a.m. to 4:45 p.m.
with 1/2 hour for lunch. Should the office opening be delayed 2 hours,
all employees will be advised to report at 10:15 a.m. and work a 6-hour
day.

\(b\) [Early dismissal]{.underline}. If all Government employees were
dismissed 2 hours early, whatever the reason, each employee will be
excused 2 hours before his/her tour of duty ends. If a specific time is
given for dismissal, then all employees\' tours of duty end at that
time. For example, if all employees were dismissed at 2:00 p.m. because
of an early afternoon snowstorm, there might be an employee who had
reported to work on a fixed schedule at 8:15 a.m., a Flexitime employee
who had begun work at 7:30 a.m., and a third employee who did not begin
work until 9:00 a.m. Each of these employees, regardless of the number
of hours worked, would be dismissed at 2:00 p.m. without any charge to
the individual\'s leave or any requirement to make up time lost as a
result of the early dismissal.

\(c\) [Washington, D.C. metropolitan area only]{.underline}. If, due to
weather conditions a Condition No. 2 is announced (i.e., Government
offices open on schedule but a limited amount of administrative leave
may be granted), employees are to report at their normal Flexitime
starting time. However, under Condition No 2., supervisors may excuse
tardiness on an individual basis, up to two hours if justifiable due to
weather conditions. If the supervisor determines the tardiness is not
justifiable under Condition No 2., the employee must take annual leave
or leave without pay (LWOP) is annual leave is not available.

## 6 

RD Instruction 2051-G

§2051.311 [Time accounting and recordkeeping]{.underline}.

\(a\) [Absence chargeable to leave]{.underline}. In accordance with
General Accounting Office policy, these absences will continue to be
recorded on Time and Attendance (T&A) reports.

\(b\) [Authorized core time deviations and absences during flexible
periods (15-minute deviations excepted)]{.underline}. These absences
must be approved in advance by supervisors on Form RD 2051-1 in
accordance with §2051.308 of this subpart.

§2051.312 [Leave, tardiness, and overtime]{.underline}.

Use of annual and sick leave will operate same as before the
implementation of Flexitime. Tardiness, outside the allowable 15-minute
deviation from scheduled starting times, and overtime will similarly
operate as before.

§2051.313 [Office hours in County and District Offices]{.underline}.

Flexitime will be less meaningful to small County and District Offices
where the staffing level is inadequate to cover a customer service band
that complies with the office hours prescribed in §2051.303(b) of this
subpart, and still allow for much individual employee choice in working
hours. In larger offices, however, and particularly where some employees
may choose to work later hours, Flexitime could result in an extension
of the hours of office coverage. State Directors have the option of
either declaring this time as administrative office period time as
prescribed in RD Instruction 2006-O, or expanding office hours to
provide full service to the public, depending upon the need of the
office. The permissible 15-minute deviation from scheduled starting time
cannot be allowed to affect the opening of an office which must be on a
fixed schedule.

§2051.314 [Labor-management agreements]{.underline}.

When agreements with recognized unions exist, State Directors and the
Assistant Administrator, Finance Office, should notify and consult or
negotiate, as appropriate, with such union leadership before installing,
changing, or terminating Flexitime.

## 7

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RD Instruction 2051-G

§2051.315 [Termination of Flexitime]{.underline}.

State Directors, the Assistant Administrator, Finance Office and
Division/Staff Directors of the National Office will terminate Flexitime
when it is not supportive of Rural Development objectives listed in
§2051.304 of this subpart. If appropriate, termination must be
accomplished in accordance with §2051.314 of this subpart.

§2051.316 [Supervisory responsibility]{.underline}.

Flexitime is more than a simple rearrangement of the arrival and
departure time of employees. Flexitime requires a new style of managing.
Consequently, supervisors must look for new and better ways to more
effectively plan and organize the work to be done. They must also
examine new ways to effectively assess the performance of unit under
their jurisdiction. Under Flexitime, as well as under normal
circumstances, the supervisor is responsible for assuring the accuracy
of all T&A reports. In signing the T&A, the supervisor is certifying
that the information is correct and was approved in accordance with
applicable laws and/or regulations.

§2051.317 [Employee responsibility]{.underline}.

Flexitime affords each employee the opportunity to have some measure of
personal control over the work environment. The opportunity is
accompanied by an equal degree of responsibility and commitment to
account for a full 8-hour day and 40-hour work week. [Flexitime is a
privilege and not a right]{.underline}. Abuse of Flexitime may result in
a return to the traditional fixed work schedule for those employees who
are found to be abusing the program and could subject those employees to
disciplinary actions. This is one of the factors that should also be
consider when deciding to terminate or continue the program.

§2051.318 - 2051.350 \[Reserved\]

Attachment: Exhibit A

## oOo

## 8 

RD Instruction 2051-G

Exhibit A

Page 1

## COMPRESSED WORK SCHEDULES

I. [Compressed work schedules - general]{.underline}.

In order to implement compressed work schedules (CWS), a determination
must be made that three prerequisite criteria can be met. These criteria
are; (1) service to the public cannot be diminished, (2) productivity
must not decrease, and (3) costs of operations must not increase.

II\. [Compressed work schedules in Farmers Home
Administration]{.underline}.

A. State Directors, Deputy Administrators, Assistant Administrators, and
Division/Staff Directors in the National Office (NO), at their
discretion, are authorized implement CWS where they can establish that
the three prerequisite criteria stated in paragraph I of this Exhibit
are being met.

B. The 5-4/9 CWS plan (9-hour day) is the only compressed work schedule
that is authorized in Rural Development. Under this plan, a full-time
employee compressed the basic 80-hour biweekly work requirement into
eight 9-hour days and one 8-hour day. A part-time employee compresses
the work requirement in a like manner (for example, a part-time employee
may work seven 9-hour days to total 63 hours a pay-period.).

III\. [Constraints applicable to CWS in Rural Development]{.underline}.

A. Employee participation is voluntary in offices authorized to use CWS,
and no employee should be required to participate.

B. CWS can be introduced only through the collective bargaining process
in those offices having an employee organization which has been accorded
the right of exclusive bargaining.

C. The Administrator, the Associate Administrator, Deputy
Administrators, Assistant Administrators, and State Directors are not
eligible to participate in CWS.

D. Each organizational unit must be able to perform each of its work
functions on every working day, Monday through Friday. If an employee
who specializes in a function, or a secretary who, without other
clerical assistance, supports the entire unit, the CWS implementation
plan must demonstrate how the function will be handled during that
individual\'s

(04-24-91) PN 163

RD Instruction 2051-G

Exhibit A

Page 2

compressed day off. If this cannot be demonstrated, that individual is
not eligible to participate in CWS. Certain employees in a county office
staffed with three employees may participate. For example, if an office
has one supervisor and two clerks, the clerks may participate, but not
the supervisor. Additionally, offices with a staff of less than three
employees are excluded from participation.

E. No more than one third of a work unit\'s employees may be scheduled
for the same compressed day off.

F. The employee\'s office day (and the day with 8 hours) may be
scheduled for any Monday through Friday, at the discretion of the
approving official. In county offices, special attention should be given
to assuring adequate, if not full, coverage on office days.

G. Approving officials may place further restrictions on the use of CWS
in their jurisdiction.

H. Offices that participate in CWS may also be allowed to work under the
Flexitime provisions of this subpart. Work hours for National Office and
Finance Office employees must be scheduled between 7:00 a.m. and 6:00
p.m. Work hours for field employee must be scheduled between 6:00 a.m.
and 6:00 p.m.

I. Office hours (when offices must be adequately staff) under CWS for
National office and Finance Office employees are 8:00 a.m. to 5:00 p.m.
Office hours for field offices are

8:00 a.m. to 4:30 p.m.

IV\. [Establishing Implementation Plan]{.underline}.

A. Approving officials must establish implementation plans that are in
compliance with the requirements of this subpart. The plan should
describe how each of the prerequisite criteria provided in paragraph I
of this exhibit will be met and identify any restrictions imposed by the
approval official. State CWS Plans must address CWS operation at the
State, District, and County levels. The State Office part of the plan
should discuss each program section and the administrative section. The
effects of CWS on the operation of each County and District office must
be considered. The plan should also indicate whether or not employees
are represented by a union holding exclusive representational rights. A
copy of the plan should be forwarded to the

RD Instruction 2051-G

Exhibit A

Page 3

Assistant Administrator, Human Resources. A State supplement to RD
Instruction 2051-G should also be prepared and forwarded to the National
Office for post review.

B. The Assistant Administrator, Finance Office, and National Office
Division/Staff Directors who wish to implement CWS must submit a plan to
their appropriate supervisor (Associate Administrator, Deputy
Administrator, or Assistant Administrator) for approval. The plan must
describe how each of the three criteria mentioned in paragraph I of this
exhibit will be met and must show the proposed work schedule of each
employee in the Division/Staff. A copy of the plan will be forwarded to
the Assistant Administrator for Human Resources.

V. [Termination of CWS]{.underline}.

Approving officials are responsible for assuring that the three criteria
provided in paragraph I of this exhibit are met. If at any time a
determination is made that one or more of these criteria are not being
met, participation in CWS must be terminated. The Office of the
Assistant Administrator, Human Resources should be informed, in writing,
of any terminations. Offices within bargaining agreements must terminate
or make any changes in their CWS plan through the collective bargaining
process.

VI\. [Establishing and changing work schedules]{.underline}.

A. [Standard conditions]{.underline}. Assignment to tours of duty shall
cover period of not less than one pay-period and shall be scheduled in
advance. No tour changes are to be allowed after the pay-period has
begun unless a work related emergency requires changing the employee\'s
scheduled day off or the employee\'s 8-hour day. It is not appropriate
to change a scheduled tour of duty for a nonwork-related reasons after
the pay-period has begun. A change for a work-related reason must be
approved by a supervisory official of the employee involved and must be
reflected on the T&A. If a change is not approved and the employee is
required to work on his/her compressed day off, pay entitlements will be
determined under the overtime and compensatory time provisions of
Federal Personnel Manual/Departmental Personnel Manual Chapters 550 and
610. Supervisors are cautioned that because of these overtime and
compensatory time provisions, if an employee is required to work on
his/her \"CWS off day,\" the off day should be rescheduled within the
same pay-period if possible, in order to avoid overtime entitlement; or
as soon as possible thereafter, in order to avoid accumulation of
compensatory time.

(04-24-91) PN 163

RD Instruction 2051-G

Exhibit A

Page 4

With proper advanced planning to meet work requirements, supervisors
should be able to prevent the inappropriate use of overtime or the
accumulation of compensatory time. Under no circumstances will employees
be allowed to accumulate compensatory time that requires payment at the
end of the year. These restriction are not applicable to employees who
[do not work CWS]{.underline} and earn overtime or compensatory time.

B. [Travel or training status]{.underline}.

1\. Travel status. When an employee travels away from the

permanent duty status to a location where his/her same CWS exists, the
employee shall remain in his/her same CWS. However, where an employee\'s
travel away from his/her permanent duty station shall be in excess of
three days and the CWS does not exist, the employee\'s CWS shall be
changed to the traditional 8-hour day work schedule for the complete
pay-period.

2\. Training status. Where an employee\'s scheduled training

will be in excess of three days, the employee\'s CWS shall be changed to
the traditional 8-hour day work schedule for the complete pay-period.

C. [Time and attendance (T&A) reports (CWS)]{.underline}. Employee T&A
reports will be prepared in the normal manner with the following
exceptions:

1\. Established work weeks and hours block. In this block, show

established tour of duty as indicated in the following sample of a 5-4/9
work schedule. The sample makes allowance for the 1/2 hour lunch period.

First Week: Monday - Thursday 7:00 a.m. - 4:30 p.m.

Friday 7:00 a.m. - 3:30 p.m.

Second Week: Monday - Thursday 7:00 a.m. - 4:30 p.m.

2\. Compressed Schedule block. First pay-period for CWS, enter

\"5\" to indicate that the employee is changing from the traditional
schedule to CWS. This block should be left bank in subsequent
pay-periods. Enter a \"9\" in this block for the first pay-period if an
employee returns to the traditional work schedule.

RD Instruction 2051-G

Exhibit A

Page 5

VII\. [Miscellaneous]{.underline}.

A. [Adjustments for hazardous weather and other government-wide
conditions]{.underline}. Normal (regular schedule) provisions apply.

B. [Tours of duty, premium pay, leave and holidays]{.underline}. See
Attachment 1 of this exhibit.

## oOo

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RD Instruction 2051-G

Attachment 1

Page 1

## COMPRESSED WORK SCHEDULES (CWS)

## (Source: FPM Book 620)

5-4/9 PLAN - Tours of duty, premium pay, leave and holidays

## EXAMPLES OF 5-4/9 WORK SCHEDULES

## 

## [Hours Worked]{.underline}

[\_ Example 1 \_\_\_]{.underline} [\_\_ Example 2 \_\_]{.underline}

\_\_\_\_\_\_[1st week\_\_\_\_2nd week\_\_\_\_\_\_\_\_1st week\_\_\_\_2nd
week]{.underline}\_\_\_\_

M\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_
(examples

T\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_
only)

W\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_

T\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_8\_\_\_\_\_\_\_\_

F\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_8\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_9\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_

36 44 45 35

[Tour of Duty]{.underline}

o Agency/Employees establish tour of duty

\- fixed schedule until reestablished by agency/employees

\- limited to eight 9-hour days and one 8-hour

day within a biweekly pay period).

Note: For a unit in which an organization has been accorded exclusive
recognition, participation is subject to the terms of the negotiated
agreement.

o Basic Work Requirement

\- A full-time employee has an approximate 9-hour daily

basic work requirement and an 80-hour biweekly basic work requirement.

\- For a part-time employee, the basic work requirement

is the number of hours the employee must work each day, and the number
of hours the employee must work during 9 or fewer days in a biweekly pay
period.

o Nonovertime Work

\- Nonovertime work is work performed during an

employee\'s work schedule and not in excess of the daily work
requirement or 80 hours in a biweekly nay period.

(4-13-83) PN 877

RD Instruction 2051-G

Attachment 1

Page 2

[Premium Pay]{.underline}

\(1\) [Overtime Pay]{.underline}

Work performed outside an employee\'s CWS and in excess of 9

hours in a day (8 hours in the scheduled 8-hour day) or 80 hours in a
biweekly pay period is overtime work. An employee is entitled to
overtime pay for overtime work in accordance with applicable provisions
of law.

\(2\) [Compensatory Time Off]{.underline}

An employee may request compensatory time off in lieu of

overtime pay as provided by 5 U.S.C. 5543. Compensatory time off is
limited to General Schedule employees and may be used only as a
substitute for irregular or occasional overtime work.

\(3\) [Night Pay (General Schedule)]{.underline}

The regular rules under 5 U.S.C. 5545(a) apply. An employee is

entitled to night pay for regularly scheduled nightwork performed
between the hours of 6 p.m. and 6 a.m.

\(4\) [Night Pay (Prevailing Rate Employees)]{.underline} - See
attachment to FPM

Letter 620-2.0

\(5\) [Holiday Pay]{.underline}

A full-time employee who performs nonovertime work on a holiday,

or a day designated as the \"in lieu of\" holiday, is entitled to basic
pay plus premium pay for that holiday work, not to exceed 9 hours.

A part-time employee is entitled to holiday pay only for work

performed during the compressed work schedule on a holiday. A part-time
employee is not entitled to holiday premium pay for work performed on a
day designated as an \"in lieu of\" holiday.

\(6\) [Sunday Pay]{.underline}

A full-time employee who performs nonovertime work during a

period of service, a part of which is performed on Sunday, is entitled
to Sunday nay for the entire 9 hour (8 hours in the scheduled 8-hour
day) period of service.

A part-time employee is not entitled to Sunday pay.

RD Instruction 2051-G

Attachment 1

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[Absence and Leave]{.underline}

\(1\) [Holiday]{.underline}

A full-time employee who is relieved or prevented from working on a day
designated as a holiday is entitled to pay with respect to that day for
9 hours (x hours in the scheduled 8-hour day). Note: When an employee
has three consecutive nonworkdays off and a holiday falls on one of
these nonworkdays, the following rules shall apply in designating the
workday as the \"in lieu of\" holiday. When the holiday falls on the
employee\'s first or second nonworkday, the preceding workday shall be
designated as the \"in lieu of\" holiday, and when the holiday falls on
the third nonworkday, the next workday shall be designated as the \"in
lieu of\" holiday.

For a part-time employee, if a holiday falls on a day during the CWS,
the employee is entitled to pay for the number of hours they were
scheduled to work on that day, not to exceed 9 hours. A part-time
employee is not entitled to an \"in lieu of\" holiday if a holiday falls
on a nonworkday.

\(2\) [Leave]{.underline}

Time off during an employee\'s basic work requirement must be charged to
the appropriate leave category unless the employee is authorized
compensatory time off or an excused absence. For example: A full-time
employee who takes one day of annual leave will be charged leave for 9
hours (8 hours in the scheduled 8-hour day). This results in 80 hours
for a biweekly pay period similar to a full-time employee on a normal
8-hour/5-day tour of duty.

The statutory provisions of title 5 relating to the earning of or
entitlement to sick, annual, military, and funeral leave, and in some
cases creditable service for retirement purposes, have as a frame of
reference the 8-hour day with the result that the provisions are stated
in terms of \"days.\" Such references to a day or workday-or to
multiples or parts thereof shall be considered to be references to 8
hours-or the respective multiples or parts thereof. It is not intended
to either decrease or increase any emnloyee\'s existing entitlement to
leave or creditable service for retirement purposes.

(4-13-83) 877

RD Instruction 2051-G

Attachment 1

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\(3\) [Excused Absences]{.underline}

The amount of excused absence to be granted shall be based on the
employee\'s established compressed work schedule in effect for the
period of the excused absence.

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