Additionally, health and safety considerations may preclude a specific flexible scheduling arrangement. Flexible scheduling is not a right of employment. It is established at the discretion of the employing unit and may be subject to change at the discretion of the unit. If established, a flexible scheduling arrangement does not serve as a precedent for a future arrangement within a department. The decision to grant a flexible scheduling request should be based on employee performance and operational interests.
Flexible scheduling includes both flextime and a compressed work schedule.
Flextime does not reduce the number of hours or total effort worked in a given week by an employee. An employee should provide to his or her supervisor a request, in writing, to establish a flexible schedule arrangement. The arrangement must support the department's or unit's goals, including cost effectiveness, excellent customer service, high productivity, and equitable work distribution among colleagues which may include cross training. Appropriate performance standards and measures, and means of supervision, communication, and systems for accountability must be feasible and practical. Appropriate materials, resources, systems, supervision, etc., must be available during non-traditional hours.