REG - 80.06.4 Work Schedule Policy (SHRA)
1. Purpose
1.1. This policy defines the standard workweek schedule for University operations and establishes expectations for hours worked, scheduling and overtime alignment in accordance with the State Human Resources Hours of Work and Overtime Compensation policy.
1.2. The policy also clarifies work schedules, meal periods, and timekeeping expectations to ensure compliance with the Fair Labor Standards Act (FLSA) and State policy.
2. Scope and Standard Work Schedule
2.1 Standard Workweek
2.1.1 The standard workweek for full-time employees subject to the State Human Resources Act is forty (40) hours per week. The standard work schedule is typically eight (8) hours per day over five (5) days and includes an unpaid meal period.
2.1.2 Consistent with the Hours of Work and Overtime Compensation Policy, hours worked in excess of forty (40) in a workweek are subject to overtime or compensatory time provisions for FLSA Subject employees.
2.2 Alternate & Flexible Schedules
2.2.1 Because of the nature of the University operations, including academic, student support, and public service functions, some positions may require alternative work schedules, including evenings, weekends, or rotating shifts. Work schedules may vary to support 24/7 operations, and departments are responsible for establishing schedules that meet operational needs while ensuring compliance with wage and hour laws.
3. Meal Period Defined
3.1 The meal period shall be scheduled in accordance with operational needs and must be at least thirty (30) consecutive minutes during which the employee is fully relieved of duties.
3.2 A bona fide meal period is not considered hours worked and is not compensable.
3.3 Any meal period of less than thirty (30) consecutive minutes must be treated as hours worked for FLSA subject employees in accordance with federal law.
4. Work Schedules and Flexibility
4.1 Departments may implement flexible or alternative work schedules to support operational efficiency and employee engagement, provided such schedules align with University needs and applicable laws.
4.2 Employees and supervisors shall agree upon work schedules in advance, and all schedules must ensure accurate tracking of hours worked in compliance with FLSA requirements.
4.3 Supervisor Responsibilities
4.3.1 Supervisors are responsible for establishing and managing work schedules that support departmental operations while ensuring compliance with wage and hour laws.
4.3.2 Supervisors must monitor hours worked, approve schedules in advance, and ensure that employees do not work unauthorized overtime.
5. Schedule and Timekeeping Expectations
5.1 Work Schedule Assignment
5.1.1 Each employee shall be informed of their work schedule at the time of hire or upon any change in schedule.
5.1.2 Work schedules are assigned to employees and may be adjusted based on operational needs. Employees must adhere to their assigned schedules unless otherwise approved by their supervisor.
5.2 Timekeeping and Overtime Compliance
5.2.1 All hours worked must be accurately recorded in accordance with University timekeeping practices and the Hours of Work and Overtime Compensation Policy.
5.2.2 Non-exempt (FLSA Subject) employees must receive supervisory approval before working hours beyond their scheduled workweek. Unauthorized overtime is prohibited and may result in disciplinary action; however, all hours worked must still be compensated in accordance with federal law.
6. Schedule Adjustments and Limitations
6.1 The following limitations shall apply to variable work schedules:
6.1.1 An employee who arrives later than scheduled, with supervisor approval, may be permitted to adjust their schedule to make up the time within the same workweek. Otherwise, the tardiness shall be charged to the appropriate leave category. Supervisors shall be responsible for taking appropriate action to correct any abuse or misuse of this privilege.
6.1.2 If an employee reports to work early, the employee may, with the supervisor’s permission, begin work at that time and leave at a correspondingly early hour. Employees may not begin work prior to their scheduled start time without supervisor approval.
6.1.3 If an employee leaves work early without permission, the time shall be deducted from the employee’s pay or may be charged to the appropriate leave account.
6.1.4 An employee may not work later than scheduled unless the supervisor has approved it due to workload.
7. Adverse Weather
7.1 In the event of adverse weather conditions or emergency events work schedules, leave usage, and operational expectations will be governed by the NCCU Adverse Weather and Emergency Event Policy.
8. Hours of Work Due to Time Change
8.1 When time changes occur due to Daylight Savings Time, employee work hours will be adjusted accordingly.
8.2 Employees who work during the transition to Daylight Saving Time may work fewer hours and must account for the difference using leave or approved make-up time.
8.3 Employees who work during the transition from Daylight Saving Time may work additional hours and must be compensated in accordance with the Hours of Work and Overtime Compensation Policy, including overtime where applicable.