Summer work hours for ACE employees officially begin the week of July 4th and go through August 26th. Your supervisor can’t ask you to delay it a week or two.
For the July 4th holiday ACE employees will be paid for the number of hours they would have worked (4-10-40, ten hours; 9-80, nine hours; 5-8-40, eight hours; etc.). All other bargaining units receive up to eight hours holiday pay and if they’re on an alternate schedule (i.e. 4-10-40), they must make up the additional two hours.
13.5.1 – Workers assigned to programs and departments where scheduling allows mandated four-day work schedule will be offered a four-day work schedule during the summer for the period beginning the first full week in July and ending the Friday before the Labor Day holiday. Under the summer schedule, the normal workday shall consist of ten hours starting and ending at times appropriate to the needs of the department and agreed upon by the worker and his/her supervisor.
13.5.2 – Workers who work fewer than 10 hours per day during the four-day summer work week shall select one of the following options to cover time not worked:
- Use of earned vacation (see Section 10.1 regarding the circumstances under which certain amounts of sick leave can be converted to vacation).
- Use of earned compensatory time.
- Leave without pay.
- A revised work schedule and/or location to accommodate the employee if they feel they are unable to work a 10-hour per day four-day work schedule.
Who sets the schedule?
Employees will establish, with supervisor approval, a work schedule of four days of ten hours of work plus a half-hour meal break for each day (minimum 10.5 hours total). Meal breaks may be longer upon request, and with the approval of the supervisor. The standard 10.5 hours work schedule will occur between 7:00 a.m. and 6:00 p.m. to accommodate the meal break (7:00-5:30, 7:30-6:00, 7:15-5:45, etc.).
Can I stack my breaks to shorten the workday?
No. Employees may not stack break periods for later use or to combine with meal breaks and may not use breaks to account for late arrivals or early departures. It is a violation of labor law.
I am unable to work a 10-hour day may I set up an alternative schedule?
An employee, with supervisor approval may implement a modified schedule by requesting a different schedule or using accrued leave or leave without pay but cannot use Personal Necessity Leave.
What guidelines does a supervisor follow to determine if a request for an alternate schedule should be approved?
- Supervisors should work with employees regarding requests for alternate schedules to ensure which accommodate special considerations for childcare or other extenuating circumstances to find a solution that works for both the district and the employee.
- Supervisors must ensure adequate coverage and appropriate supervision for the official hours of operation. It is the supervisor’s responsibility to determine when an employee’s work schedule includes Friday that a level of supervision is adequately addressed.
- Supervisors and classified staff should be familiar with the provisions of the applicable bargaining unit agreements affecting employees on a 4-10 work schedule.
If you are unable to work a 10-hour day and you do not have accrued leave and cannot take time off without pay, be flexible in your request, be clear on what work you will get done and be accountable with it. If you need assistance, please contact your chief steward.