![]() ![]() employees working an alternative workweek schedule exceeding the 10-hour per day limitation are entitled to overtime pay at a rate of no less than one-and-one-half times their regular rate of pay for all time worked between 10 and 12 hours and at twice the regular rate of pay for any hours worked in excess of 12.Įmployers are permitted to compute employee worktime by rounding “to the nearest 5 minutes, or the nearest one-tenth or quarter of an hour,” so long as the rounding system adopted by the employer “is used in such a manner that it will not result, over a period of time, in failure to compensate the employees properly for all the time they have actually worked.Ĭalifornia minimum wage laws require employers to count time spent by employees on-call as hours worked if the employees are required to remain on the employer’s premises or so close to the premises they are unable to effectively use the time for their own purposes. An alternative workweek is a week consisting of shifts of no longer than 10 hours per day within a 40-hour workweek, without payment of an overtime premium.Īn AWS is a variation of the standard 5-day/40-hour work schedule in which a full-time employee completes a 40-hour workweek in a compressed schedule but works more than 8 hours in a 24-hour period within the regularly scheduled workweek. “Workweek” is a fixed and regularly recurring period of 168 hours, seven consecutive 24-hour periods.Īlternative Workweek Scheduling – Alternative workweek schedule means any regularly scheduled workweek requiring an employee to work more than 8 hours in a 24-hour period. ![]() “Workweek” and “week” mean any 7 consecutive days, starting with the same calendar day each week. ![]() Workday” and “day” mean any consecutive 24-hour period commencing at the same time each calendar day. Index of BLS Reports on Workers on Flexible and Shift SchedulesĪ report from the Bureau of Labor Statistics on the trend towards flexible work schedules.An employee’s regular working hours may not exceed the legal maximum regular hours of 8 hours per workday or 40 hours per workweek. General information about who is covered by the FLSA.Īrticle: "Incidence of Flexible Work Schedules Increases"Ī Bureau of Labor Statistics (BLS) Monthly Labor Review article stating that from 1991 to 1997, the percentage of full-time wage and salary workers with flexible work schedules on their principal job increased from 15.1 percent to 27.6 percent.Īrticle: "Flexible Schedules and Shift Work: Replacing the '9-To-5' Workday?"Īrticle from BLS' Monthly Labor Review Online.Īrticle: "Over One Quarter of Full-time Workers Have Flexible Schedules"Īrticle: "Flexible Work Schedules: What Are We Trading Off to Get Them?"Īrticle: "Executives most likely to have flexible work hours" Information about work hours from the elaws FLSA Advisor.Ĭoverage Under the Fair Labor Standards Act (FLSA) Fact Sheet "When Can an Employee's Scheduled Hours of Work Be Changed?" Department of Labor has conducted numerous surveys and published articles and reports on the subject. Alternative work arrangements such as flexible work schedules are a matter of agreement between the employer and the employee (or the employee's representative). Under some policies, employees must work a prescribed number of hours a pay period and be present during a daily "core time." The Fair Labor Standards Act (FLSA) does not address flexible work schedules. It allows employees to vary their arrival and/or departure times. Veterans' Employment and Training Service (VETS)Ī flexible work schedule is an alternative to the traditional 9 to 5, 40-hour work week.Pension Benefit Guaranty Corporation (PBGC).Ombudsman for the Energy Employees Occupational Illness Compensation Program (EEOMBD).Office of Workers' Compensation Programs (OWCP).Office of the Chief Financial Officer (OCFO).Office of the Assistant Secretary for Policy (OASP).Office of the Assistant Secretary for Administration and Management (OASAM).Office of Labor-Management Standards (OLMS).Office of Federal Contract Compliance Programs (OFCCP).Office of Disability Employment Policy (ODEP).Office of Congressional and Intergovernmental Affairs (OCIA).Office of Administrative Law Judges (OALJ).Occupational Safety and Health Administration (OSHA).Mine Safety and Health Administration (MSHA).Employment and Training Administration (ETA).Employees' Compensation Appeals Board (ECAB).Employee Benefits Security Administration (EBSA).Bureau of International Labor Affairs (ILAB). ![]()
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