|Normal Operating Hours
||The Institution’s official operating and business hours are 8:00 a.m. to 5:00 p.m., Monday through
|Alternative Work Arrangements - General
||Alternative work arrangements such as flexible work
schedules and telecommuting are a privilege
and not a right. Not all employees and
jobs are suited for these types of arrangements.
Approval of an alternative work arrangement is at the
discretion of department heads. If
approved, arrangements should be reviewed periodically to address any changing
|Alternative Work Arrangements ? Non-Exempt Employees
||Alternative work arrangements for non-exempt employees must
conform to all federal, state, and local wage and hour laws. A non-exempt employee who works more than
forty (40) hours in a workweek must be paid overtime for all time actually
worked in excess of forty (40) hours in the workweek. By law, the use of compensatory time off
in lieu of overtime pay is not permitted.
A telecommuting arrangement with a non-exempt employee must
include a provision to address the maintenance of accurate time records, as
maintaining accurate time records is required for non-exempt employees
regardless of whether they perform their work at or outside the
|Flexible Work Schedules
||Flexible work schedules allow for arrangements that permit
variations in starting and departure times or days worked, but do not alter the
total number of hours worked in a pay period.
||Telecommuting is a work arrangement whereby eligible
employees may perform the normal duties and responsibilities of their positions
through the use of computers or telecommunications at sites other than their
normal work location.|
Telecommuting arrangements may be approved to accommodate
temporary situations or to provide flexibility on a long-term basis.
Telecommuting is not intended to provide an opportunity for
simultaneously working and satisfying caregiver responsibilities for children,
parents, or others. When the
telecommuting site is an employee’s home, work should be scheduled during a
time when interruptions are kept to a minimum.
|Telecommuting Work Area
||Employees engaged in a formal telecommuting arrangement are
covered by workers’ compensation for injuries arising out of, and in the course
Off-site locations used for telecommuting should be safe and
free from recognized hazards and meet all applicable codes.
|Modification or Termination of an Alternative Work Arrangement
||Alternative work arrangements are intended to be for mutual
benefit and not an employee right.
Alternative work arrangements must, in the Institution’s judgment, meet
the operational and business needs of the employee’s department and the
An alternative work arrangement must not create an adverse effect
on work results, productivity, cost or efficiency.
Alternative work arrangements are subject to modification
and/or interruption with reasonable notice for reasons including, but not
limited to, operational necessities, office coverage, training, Institution
The operational and business needs of the employee’s
department and the Institution take precedence over alternative work
arrangements and may, in the judgment of the Institution, justify termination
of an arrangement.
An alternative work arrangement may be terminated by either
the employee or the supervisor upon reasonable notice to the other party.
When evaluating whether or not an alternative work
arrangement is appropriate for a certain position, the following should be
- Does the position have clearly defined tasks? If
so, can they be accomplished off-site?
- Can results/productivity be measured effectively
without frequent and regular supervision?
- Can the present level of service be maintained
without undue hardship to the internal and external WHOI community?
- Can technology be applied to help facilitate
- How are assignments to be communicated?
- How and when does the employee need to be
- How will the alternative work arrangement affect
- What impact will the alternative work
arrangement have on morale for both the employee and co-workers?
When evaluating whether or not an alternative work
arrangement is appropriate for an employee, the following should be considered:
- Has the employee demonstrated good
- Has the employee received consistently
satisfactory performance evaluations, exhibiting independent work?
- is the employee self-directed, disciplined, and
capable of balancing work and personal demands?
- Has the employee been employed with the Institution
for a long enough time to demonstrate a clear and consistent positive pattern
concerning each of the above considerations?
||For employees who participate in a telecommuting
arrangement, establishment of performance goals and subsequent reviews should
focus on measurable results rather than traditional on-the-job behaviors and
For all employees working under an alternative work
arrangement, in addition to traditional goals related to the job, measurable
interim goals associated with the alternative work arrangement should be
established and evaluated on a regular basis.
For example, does the employee comply with the conditions of the