Such an employee is not expected to assume the full range of the supervisor's responsibilities, but to assure that employees in the work unit comply with the established schedules. Supervisory responsibilities such as setting priorities, making new work assignments, accepting or rejecting work products, resolving employee complaints, etc. must be carried out by a supervisor from a level above the absent supervisor, if action is needed when the regular supervisor is not available. Managers should review the available AWS schedules and determine which are most beneficial to the organization. These options should be presented to the impacted employee. However, participation by members of the Commissioned Corps is at the discretion of the ICD approving official.
Participation is strictly voluntary.
However, upon implementation of an alternative work schedule in an organization, there is a period of time during which decisions are made regarding who will convert and what each employee's schedule will be. Since employees' schedules must be carefully coordinated to assure adequate office coverage, it may not be possible in some work situations to permit additional adjustments after work schedules have been established for the organization. This would depend on the schedule decisions made by management. An organization may implement more than one type of AWS but it cannot develop a unique schedule using elements from different types of schedules, i.e., credit hours cannot be available in compressed workweek schedules. An organization may use any recordkeeping mechanism that is practical and efficient.