09-12-2022 Council Packet - Laserfiche WebLink

Home Browse Search

118 221698v1 the needs of the department, division or work group change. (7) The supervisor may temporarily adjust work schedule or location as needed to meet the operational needs of the work group. (8) Flexible scheduling is limited to the standard 40 hour work week. All 40 hours must be acoutned for in the work week. (9) Flexible work arrangements must not result in additional work for other staff. (10) Customers and other staff should not be adversely affected by a flexible work arrangement. If a flexible work arrangement creates adverse effects, the City and the employee shall work to eliminate them. The City retains the right to end the arrangement if the adverse effects continue. (11) Flexible work arrangements must be in compliance with the City’s information security and data policies as well as all other City policies. (12) The employee should receive approval for temporary deviations in his or her established work schedule from the supervisor in the same manner that he or she would without a flexible work arrangement. (13) Flexible work arrangements may be modified or discontinued for any reason as needed to ensure that the arrangement does not negatively affect the quality, quantity or productivity of the employee or the work group. (14) Supervisors should consult with Human Resources about recording time on timecards for holidays, vacation and other leaves. (15) All flexible work arrangements are subject to the City’s Employment Rules and must conform to the overtime, record keeping and other provisions of the Fair Labor Standards Act and other relevant laws. Lunches and breaks should be provided for in a flexible work arrangement. (16) Eight hours of pay is the maximum allowed per holiday. If a holiday falls on a day that an employee is scheduled to work more than eight hours, the employee must use vacation or personal leave to supplement the rest of the scheduled workday or flex the time by working another day not to exceed 12 hours as approved by the supervisor. (17) An employee may appeal a decision on a flexible work arrangement to their department head or, if the employee’s supervisor is a department head, to City Administrator. B. Teleworking Guidelines. (1) In order to ensure continuity of operations, employees may not work remotely more than 50% of their work week. (2) Teleworkers who work from home are responsible for having a designated work area that allows them to report to the office with one hour’s notice or within the employee’s normal commute. The work area should be suitable to complete the work assigned, safe, and ergonomically appropriate and located in an area free from noise such as barking dogs. It should provide sufficient security for data, phone conversations, etc. Teleworkers who require home adjustments are responsible for any costs associated with remodeling and the initial setup of a