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Publication Date:  July 8, 2005

Chapter 4

Personnel-General

4.29 Hours of Work for Staff (Non-Faculty) Employees

This policy applies to staff employees with regular work schedules of 40 hours per week.

  1. University Standard Schedule

    Regular business and staff work hours are 8:00 a.m. to 5:00 p.m. Monday through Friday. All full time employees are required to work 40 hours per calendar work week. The calendar work week at UTSA consists of a seven-day period starting on Sunday at 12:01 a.m. and ending on the following Saturday at midnight. Any change to the usual operational hours of the institution (Monday - Friday, 8:00 a.m. - 5:00 p.m.) requires approval of The University of Texas System or The University of Texas Board of Regents (Texas Government Code, Chapter 658, Section 658.007).

  2. Flexible Work Schedules

    Flexible work schedules are a department's option, not an employee right; therefore, all supervisors are not required to offer or grant flexible work schedules. In addition, not all jobs can be adapted to a flexible work schedule.

    Vice presidents or their designees have the option of staggering staff work hours as long as the unit remains open between 8:00 a.m. and 5:00 p.m. Flexible hours are defined as those hours between 7:00 a.m. and 9:30 a.m. for arrival and between 4:00 p.m. and 7:00 p.m. for departure. However, during the summer (or other periods during the year) and with the advance approval of the vice presidents or their designees, employees may flex their work schedule (beyond those hours listed) as long as the department is fully operational between the period 8:00 a.m. and 5:00 p.m.

    Vice presidents or their designees must pre-approve the implementation and supervision of flexible work schedules in their respective areas. They will regularly review areas with flexible work schedules to ensure all University service standards and delivery of services are satisfied.

    3. Supervisors should be cautious when developing flexible work schedules for non-exempt employees to ensure they are not scheduled to work more than 40 hours in a work week (Sunday-Saturday).  In a single work week, any hours worked more than 40 constitute overtime and the employee must be compensated accordingly; either paid or awarded compensatory time at a time and a half rate. While the following is an example of a popular flex schedule that people utilize, please remember that if such a schedule is worked by non-exempt employees, it has FLSA (Fair Labor Standards Act) overtime implications.

    Week 1.  Work schedule is nine hours Monday through Thursday and eight hours on Friday for a total of 44 hours.

    Week 2.  Work schedule is nine hours Monday through Thursday and off all day Friday for a total of 36 hours.

    While the hours worked average 40 hours per week, the fact that the non-exempt employee works 44 hours in Week 1, he/she would have to be compensated for the four hours of overtime at a time and a half rate.

  3. Place Where Work Performed
    1. An employee of a state agency shall, during normal office hours, conduct agency business only at the employee’s regular or assigned temporary place of employment unless the employee:

      1. is travelling; or

      2. received prior written authorization from the administrative head of the employing state agency to perform work elsewhere.

    2. The employee’s personal residence may not be considered the employee’s regular or assigned temporary place of employment without prior written authorization from the administrative head of the employing state agency. (Government Code Chapter 658, Section 658.010)

  4. Non-Standard Work Schedules

    Vice presidents or their designees may establish non-standard work schedules to meet special operating requirements within their respective area. Under these circumstances employees may be assigned work schedules other than 8:00 a.m. to 5:00 p.m. and days other than Monday through Friday. Job descriptions will state when non-standard hours are a condition of employment.


  5. Holiday Schedules

    Those employees who are working during a national holiday or a state holiday period (i.e., skeleton crew days) will be allowed compensatory time off during the 12-month period following the date of the holiday worked.

 

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