Yes. Flex scheduling is allowed within the same work week. As an example, let鈥檚 say a typical schedule is 8 hours a day during the day, and the department needs an employee to work a special event for 4 hours during the evening. The schedule may be changed to give the employee 4 hours of time off at another time during the same work week.
Yes, you can adjust the work hours of an employee to meet the needs of the department. When possible, advance notice (a minimum of two weeks), of such changes should be given to the employee. You can rearrange hours within the same week, but the regulations do not allow you to move hours from one week to the next. The determination of 40 hours 鈥渨orked鈥 must also include vacation and sick time, per administrative policy 6-07.9.
You have the right to alter employees鈥 work schedules to avoid working overtime and to meet the needs of the department. Keep in mind that being proactive and providing advance notice (a minimum of two weeks) of such changes should be given to employees when possible.
Employees can cash out comp time by emailing Payroll@kent.edu with the following information:
Yes. For each hour over 40 hours in a work, employees receive one and one-half hours of comp time. Comp time may be accrued up to a maximum of one hundred twenty hours (eighty hours of overtime actually worked). Once the maximum of comp time has been accrued, any additional overtime will automatically be paid to employees per administrative policy 6-07.9. Employees aren鈥檛 able to earn any more comp time until they use or cash out some of the hours.
Employees can use comp time whenever they choose. However, they need to obtain pre-approval from you in order to use it. Please see administrative policy 6-07.9 for more information regarding comp time.
As a supervisor, you have the right to require an employee to work overtime. However, you CANNOT require an employee to accept comp time. Under the regulations the employee must have the choice to either be paid overtime or given comp time. You can ask an employee to work overtime and tell them that you can only offer comp time for the additional hours. In this case, the employee can either accept that or not. If they don鈥檛 accept it and it鈥檚 critical that you have the employee work overtime, then you will need to pay the employee overtime.
As the supervisor, you have the option to configure automatic lunch deductions of an hour or 30 minutes so that employees does not have to clock in and out each day. However, you also have the option to require the employee to clock in and out for lunch day. The Payroll Department will address setting up a lunch deduction during the training they offer. Note that if employees work during lunch and this results in a total of hours worked, vacation, and sick time in excess of 40 hours in the work week the employee must be paid overtime.
All leave (both paid and non-paid) will be reported through TimeClock Plus. Payroll will have training sessions, a recorded session for those unable to attend, and user guides to help you navigate the system.
TimeClock Plus training documents and user guides are available on the Payroll website.
