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Agreement Between Passport Services and the - page 49 / 71

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(a) Four Day Workweek:  a full time employee must work 10 hours a day, 40 hours a week, and 80 hours a biweekly pay period.

(b) 5/4-9 Plan:  a full time employee must work eight 9-hour days and one 8-hour day for a total of 80 hours in a biweekly pay period.

(2)  All CWS employees may have set arrival and departure times or the arrival and departure times may be staggered.  If the arrival and departure times are staggered, once the schedule is requested by the employee and agreed to by Agency management, these arrival and departure schedules remain fixed until there is an open period for changing or rotating the CWS schedule.    

(3)  Non-workdays for CWS employees will be established locally.  Certain days of the week may be set aside by the Union/Management Council that may not be used for non-workdays.

(4)  Likewise, one specific day for all CWS employees to work as the short day (e.g., 8 day on a 5/4-9 tour), or different days for each CWS employee may be set.  Once agreed to, the short day remains fixed until there is an open period.    

(5)  During a pay period with one or more holidays, Agency management can not move a CWS employee's short day to fall on a day designated as a holiday, except as may be required for operational reasons as provided for by CWS regulations and other government-wide regulations.

(6)  A full-time employee on a compressed work schedule, such as the 5/4-9 tour, who is relieved or prevented from working on a day designated as a holiday is entitled to his or her rate of basic pay for the number of hours of the CWS for that day.  This means that if a holiday falls on a CWS employee’s regularly scheduled 9 hour workday, he or she would receive 9 hours of pay; if holiday falls on a CWS employee’s regularly scheduled 8 hour workday, he or she would receive 8 hours of pay.   The employee’s time and attendance record must reflect this accordingly.  

(7) If a holiday falls on a non-workday, which is Monday through Saturday, the CWS employee's preceding workday will be designated as the "in lieu of" holiday.  The employee's time and attendance record for the "in lieu of" holiday should reflect the number of hours that the employee had been scheduled to work.  This means that the holiday changes for the CWS employee, but the non-workday does not.

For example, the fixed non-workday for a CWS employee is Monday.

(a) If the holiday falls on Monday, the non-workday remains Monday, but the "in lieu of" holiday becomes the preceding workday (or Friday).

(b) If a holiday falls on the Sunday non-workday of the employee, the subsequent workday (or Tuesday) will be the designated “in lieu of” holiday.

(8)  A full-time CWS employee's time and attendance record will always account for 80 hours of work or will be accounted for by charging leave, excused absence, holiday hours, compensatory time off, or time off as an award during the biweekly pay period (exclusive of overtime).

(9)  CWS employees can not arbitrarily move their non-workday to another day of the week.

(10)  Agency management can not suspend CWS for employees during pay periods that include one or more holidays for the purpose of avoiding the holiday.   

c. Flexiplace:  The Federal Flexible Workplace Program provides employees the opportunity to work part of the workweek (generally on a regular basis) at alternative worksites away from the main worksite.  Job performance has to be measured by results under clearly defined tasks and deliverables.

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