Credit will be in accordance with the notional working hours defined in section 2.
Flextime login full#
The leave may be taken as full days or half days. 5 Flexitime leaveĥ.1 In addition to the freedom provided in starting and finishing work, flexitime may allow for 3 additional flexi-leave days to be taken in a 3-month accounting period. Staff with an excess of flexitime hours on termination of employment will be paid their excess hours at single time rate, if it is not possible to take these hours as flexitime leave prior to termination of employment. Any excess over the stated amount (up to 32 hours) will be lost at the end of the accounting period.Ĥ.2 Staff with a deficit of flexitime hours on termination of employment will have the deficit hours charged against outstanding annual leave or, if there is no leave outstanding, will have their final pay adjusted to cover the deficit.
The deficit/excess can be carried forward to the next accounting period. Schemes may allow a deficit/excess of up to 32 hours.
4 Working Hours: Deficit/ExcessĤ.1 Although the contractual weekly hours will remain unchanged, flexitime will normally be calculated on a 3 month period (Jan-March, April-June, July-Sept, Oct-Dec). These can be varied by departments to take into account operational requirements.ģ.3 A break, 30 minutes minimum, will be incorporated into the working day this will normally fall within the 12:00 to 2:00 time band. Unless away from work for some specific reason (annual leave, illness etc) staff are required to be present during core time bands, but, subject to conditions, may start and finish work at their discretion during flexible time bands.ģ.2 The table below contains example core time bands. 3 Working Hours: Flexibilityģ.1 Working hours may be divided into bands of core time and flexitime. Part-time staff may be included in the flexitime scheme subject to the caveat that their part-time status may already represent the maximum degree of flexibility allowed by local conditions.Ģ.3 Each new member of staff should discuss with his/her Head of Department/Section whether flexitime operates within that particular Department/Section and if so what the arrangements are for that specific post. For full-time staff the working week is 37 hours, giving a notional working day of 7 hours 24 minutes and a notional half day of 3 hours 42 minutes.Ģ.2 Part-time staff working hours are calculated on a pro-rata basis. 2 Working Hours: DefinitionĢ.1 Working hours are those that contractually apply to the individual member of staff. Such suspensions could be set annually or may be ad hoc in nature.ġ.6 It is expected that staff will work and operate flexitime schemes within their departments in a fair and harmonious manner. Advance notice will be given when this is to occur. Adaptations should accord with these principles and the published guidelines.ġ.5 Departments reserve the right to suspend flexitime for a set period to meet operational requirements. Departments participating in a flexitime scheme shall be responsible for adapting it to fit their operational needs. The decision on this matter lies with the Head of Department.ġ.3 If staff members are dissatisfied with a decision to withhold flexitime arrangements, they can invoke the University’s standard procedures in order to have this decision reviewed.ġ.4 The services provided by the Department must not be compromised to accommodate the flexitime scheme. 1.2.2 some may have to be excluded, owing to the nature of their duties, or because they receive payments to reflect different working arrangements.1.2.1 some may choose to retain their current working arrangements, rather than enter the flexitime scheme.Flexitime can also allow participants to work in more effective ways that will be of benefit to the university as well as themselves.ġ.2 Flexitime arrangements will be made available, as far as practicable, to all university staff (including both full-time and part-time employees). 1 Principlesġ.1 The University is committed to the promotion of a healthy work-life balance for all its staff and welcomes the contribution that the use of flexitime working arrangements can make in this regard. The principles agreed are detailed in section 1.
Schemes in existence before that time may continue in their present form, but any future amendments to those schemes should be in accordance with the procedures and practices recommended in the Guidelines.Īs part of the Framework Agreement implemented on 1 August 2006 the scope of the Flexitime policy was extended to make flexitime available to all staff within the University. Default empty.In April 1996 Council agreed that Guidelines on Flexible Working Hours to be adopted by Departments when implementing flexitime schemes in the future.
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