Summer Hours: Following is an excerpt of the Summer Hours policy. Managers have the discretion to determine the appropriate summer hours guidelines for your department within the parameters of the policy.

Definition and Intent of Summer Hours: During the summer months, flextime scheduling may include four extended days and one compressed day (Summer Hours). The flextime schedule known as “summer hours” is available during the summer months to allow time away from work for summer activities, where operationally feasible. Example: 7:30 a.m.–4:30 p.m. Monday – Thursday, and 7:30 a.m.–noon on Friday. Generally, this schedule is available beginning June 1 and ending the Friday before the first day of the fall semester.

Guidelines for Summer Hours:

• When considering these hours, both employees and managers should remain mindful of operational needs, department size, and impact on co-workers.
• A summer schedule may be approved for one or more weeks. This will depend on such factors as the availability of personnel, department activities, and other business and operational needs.
• An approved summer schedule requires the same number of work hours per week. If summer hours are scheduled during the week of the Fourth of July holiday, an additional 45 minutes will need to be worked during the same week.
• The Summer Hours Program will be offered beginning with the Monday following the last day of spring semester classes and ending the last Friday of summer session classes, unless otherwise communicated.

Requesting Summer Hours: A request for summer hours should be discussed with your manager. Managers are encouraged to review with the requesting employee operational needs, expectations, and any concerns he or she may have about the arrangement. If approved by the manager, the arrangement should be confirmed in writing using the Flextime Understanding Form. A completed Flextime Understanding form should be forwarded to Human Resources for inclusion in the employee’s personnel file. This will also help ensure appropriate pay and time reporting practices are maintained.

The Flextime Understanding Form will ask that the following be verified as a pre-requisite to approval:

• The individual selecting an alternative schedule must see that at least one other person is available to handle issues that arise during his or her absence.
• Hours actually worked must be recorded on each non-exempt employee’s electronic or hard copy time card.
• The employee’s performance is at acceptable levels and has demonstrated an ability to manage his/her work and time well.

For the complete policy refer to the Summer Hours policy, accessible from the Employee tab of blueView. Related policy: Flexible Work Schedules

If you need support or advice with this issue, feel free to contact Gary Johnson x4804, Cindy Adams x3676, or Debra Wiley x3741.

—Cindy Adams, Associate Director, Human Resources

Human Resources has received several inquiries regarding how the May 18 Department of Labor (DOL) announcement of the final rule to the Fair Labor Standards Act (FSLA) exempt status threshold will affect vacation for current exempt staff members who may be impacted by this change. The final rule increases the salary threshold for exempt employees from $23,660/year to $47,476/year ($913/week) effective Dec. 1, 2016.

The decision has been made that current exempt staff will receive Fiscal Year 2017 vacation July 1 per the current policy and will maintain that amount through FY17 regardless of any future change in status due to the DOL change.

Human Resources has been monitoring this decision for several months. As we continue to review the changes and work through an implementation plan with respect to vacation, we will seek feedback from University stakeholders and provide options to the President’s Council for consideration. Any changes to the vacation schedule will take place on July 1, 2017, for FY18.

—Cindy Adams, Associate Director, Human Resources