Common use of Schedule Requirements Clause in Contracts

Schedule Requirements. Employees in Exempt positions should be assigned a reasonable work schedule. The work of employees in Exempt positions is not measured solely by the hours worked. Employees in Exempt positions are expected to work the hours necessary to complete assignments on a schedule that satisfies the requirements of the job. A full-time commitment typically requires a minimum of eighty (80) hours per bi-weekly payroll period. Although not required and not an entitlement, a limited amount of Compensatory Leave may be granted, with the prior written approval of the Director, University Human Resources. Compensatory Leave shall be used within one (1) year from the date it is earned. Use of Compensatory Leave is subject to the advance approval of the employee’s supervisor, which shall not be unreasonably withheld. No compensation shall be paid for Compensatory Leave that is unused at the time the employee leaves University service except that if an employee has been denied use of Compensatory Leave due to work demands within the last four (4) months prior to separation, the employee shall be paid for up to twenty (20) hours of such denied Compensatory Leave. Such leave shall not be restored upon reinstatement. Supervisors are expected to establish a reasonable work week for each Exempt employee. The workweek is to be communicated in writing to each Exempt staff member. Where verifiable practices of flexible scheduling already exist they shall continue.

Schedule Requirements. Employees in Exempt positions should be assigned a reasonable work schedule. The work of employees in Exempt positions is not measured solely by the hours worked. Employees in Exempt positions are expected to work the hours necessary to complete assignments on a schedule that satisfies the requirements of the job. A full-time commitment typically requires a minimum of eighty (80) hours per bi-weekly payroll period. Although not required and not an entitlement, a limited amount of Compensatory Leave may be granted, with the prior written approval of the Director, University Human Resourcesinstitution CEO or designee. Compensatory Leave shall be used within one (1) year from the date it is earned. Use of Compensatory Leave is subject to the advance approval of the employee’s supervisor, which shall not be unreasonably withheld. No compensation shall be paid for Compensatory Leave that is unused at the time the employee leaves University service except that if an employee has been denied use of Compensatory Leave due to work demands within the last four (4) months prior to separation, the employee shall be paid for up to twenty (20) hours of such denied Compensatory Leave. Such leave shall not be restored upon reinstatement. Supervisors are expected to establish a reasonable work week for each Exempt employee. The workweek is to be communicated in writing to each Exempt staff member. Where verifiable practices of flexible scheduling already exist they shall continue.reinstatement.‌