All persons employed by DBHDD
Managers, supervisors and employees have a shared responsibility to ensure that the mission of the Department is accomplished. In order to accomplish this responsibility, managers have the authority to establish and modify work hours and work schedules at any time.
- OFFICIAL WORK HOURS
- The official work hours of the Department of Behavioral Health and Developmental Disabilities are from 8:00 a.m. to 5:00 p.m., Monday through Friday.
- During this time all offices should be open for business, unless administratively and/or programmatically unfeasible.
- All organizational units are to be adequately staffed to transact business during those hours to provide necessary and appropriate services.
- 24-hour facilities are to ensure that minimum staffing is maintained on all shifts to provide sufficient coverage.
- WORK SCHEDULES
- The work hours of employees must be scheduled based on the needs of the organization. Managers may allow employees to work desired hours, provided that it is not detrimental to departmental operations or to the workload of other employees.
- Work schedules may vary depending upon the type of duties performed and work location.
- ALTERNATIVE WORK SCHEDULES
- Managers may establish alternative work schedules for individual employees.
- Employees are to use their work time productively regardless of schedule variations.
- Provisions for adequate supervision of FLSA non-exempt employees working alternative work schedules must be made. Records of work time for FLSA non-exempt employees must be maintained.
- The following alternative work schedules may be considered:
- STAGGERED REPORTING TIME - Employees within an organizational unit may be scheduled to report for work at specified intervals (e.g., 7:30 a.m., 8:10 a.m., 8:45 a.m. etc.).
(Example: Employee A reports at 7:30 a.m.; observes a 30-minute meal period; leaves at 4:00 p.m. - 8 hours worked. Employee B reports at 8:10 a.m.; observes a 30-minute meal period; leaves at 4:40 p.m. - 8 hours worked.)
- FLEX TIME- Employees may be permitted to report for work at varying times, but must be scheduled for duty during the core hours established by the DBHDD organizational unit. The unit should establish and advise employees of the core hours as well as the earliest and latest times permissible for employees to report for work.
(Example: Employee reports at 8:20 a.m.; observes a 45-minute meal period; leaves at 5:05 p.m. - 8 hours worked.)
- 9 - HOUR DAY - This plan covers a two week period. Employees may be permitted to work four 9-hour days and one 8-hour day with one week day off every other week. This schedule requires that the FLSA 7-day work period always begin in the middle of the 8-hour day.
(Example: 1st week: Monday through Thursday - Employee reports at 8:15 a.m.; observes a 45-minute meal period; leaves at 6:00 p.m. - 9 hours worked. Friday - Employee reports at 8:15 a.m.; observes a 45-minute meal period; leaves at 5:00 p.m. - 8 hours worked. 2nd week: Monday through Thursday - Employee reports at 8:15 a.m.; observes a 45-minute meal period; leaves at 6:00 p.m. - 9 hours worked. Friday is an off day for the employee.)
- 10 - HOUR DAY (also known as compressed work schedule) - Employees may be permitted to work four 10-hour days.
(Example: Tuesday through Friday - Employee reports at 7:00 a.m.; observes a one-hour meal period; leaves at 6:00 p.m. - 10 hours worked. Monday is an off day for the employee.)
- State holidays are for eight (8) hours. Employees who work 9-hour day or 10-hour day schedules, therefore, must request leave, leave without pay or work an adjusted schedule to make up the difference in time for the 8-hour holiday.
- Participation in an alternative work schedule is a privilege, not a right, and may be changed if situations such as the following occur: work is not being completed; emergencies occur, attendance problems, etc.
- When possible and if appropriate, managers should give employees advance notice prior to changing work schedules.
- Teleworking is an authorized work arrangement in which some or all work is performed at a location other than the employee's primary (usual and customary) work place. The alternate work place may include the employee's home, a satellite office, or a teleworking center.
- Employees who telework are expected to work required hours and fulfill all responsibilities. For detailed information, please refer to DBHDD Human Resources Policy #22-111 – DBHDD Teleworking Policy.
DBHDD Human Resources Policy #22-111 – DBHDD Teleworking Policy