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the needs of the department, division or work group change. <br />(7) The supervisor may temporarily adjust work schedule or location as needed to meet <br />the operational needs of the work group. <br />(8) Flexible scheduling is limited to the standard 40-hour work week. All 40 hours must <br />be accounted for in the work week. <br />(9) Flexible work arrangements must not result in additional work for other staff. <br />(10) Customers and other staff should not be adversely affected by a flexible work <br />arrangement. If a flexible work arrangement creates adverse effects, the City and the employee <br />shall work to eliminate them. The City retains the right to end the arrangement if the adverse <br />effects continue. <br />(11) Flexible work arrangements must be in compliance with the City's information <br />security and data policies as well as all other City policies. <br />(12) The employee should receive approval for temporary deviations in his or her <br />established work schedule from the supervisor in the same manner that he or she would without a <br />flexible work arrangement. <br />(13) Flexible work arrangements may be modified or discontinued for any reason as <br />needed to ensure that the arrangement does not negatively affect the quality, quantity or <br />productivity of the employee or the work group. <br />(14) Supervisors should consult with Human Resources about recording time on <br />timecards for holidays, vacation and other leaves. <br />(15) All flexible work arrangements are subject to the City's Employment Rules and <br />must conform to the overtime, record keeping and other provisions of the Fair Labor Standards <br />Act and other relevant laws. Lunches and breaks should be provided for in a flexible work <br />arrangement. <br />(16) Eight hours of pay is the maximum allowed per holiday. If a holiday falls on a <br />day that an employee is scheduled to work more than eight hours, the employee must use <br />vacation or personal leave to supplement the rest of the scheduled workday or flex the time by <br />working another day not to exceed 12 hours as approved by the supervisor. <br />(17) An employee may appeal a decision on a flexible work arrangement to their <br />department head or, if the employee's supervisor is a department head, to City Administrator. <br />B. Teleworking Guidelines. <br />(1) In order to ensure continuity of operations, employees may not work remotely more <br />than 50% of their work week. <br />(2) Teleworkers who work from home are responsible for having a designated work area that <br />allows them to report to the office with one hour's notice or within the employee's normal commute. <br />The work area should be suitable to complete the work assigned, safe, and ergonomically appropriate <br />and located in an area free from noise such as barking dogs. It should provide sufficient security for <br />data, phone conversations, etc. Teleworkers who require home adjustments are responsible for any <br />costs associated with remodeling and the initial setup of a designated work space. <br />Page 125 of 151 <br />221 <br />