Procedure 4-29: Alternate Work Schedule

Procedure 4-29: Alternate Work Schedule


The purpose of this procedure is to promote alternate work schedule arrangements that 1) support operational efficiency and where possible improve service, 2) ensure high quality, uninterrupted service, 3) create cost savings or are cost neutral, and 4) ensures that departments are staffed and operate in a manner that assures work continuity.  All alternate work schedule arrangements must accomplish the mission, goals, and objectives of any SJC department.  Decisions made about the feasibility of an alternate work schedule arrangement will be based on the work being performed and departmental operations before any other factor is considered.  Certain positions may not be eligible for an alternate work schedule due to program needs or the job duties assigned to the position.


This procedure applies to all full-time San Jacinto College staff and administrators. Teaching faculty utilize the teaching schedule established each semester. Department Chairs may request a flexible work schedule (as defined in Section III of this procedure) to meet the needs of the department and cycles of activities within the semesters.


  • Alternate Work Schedule (AWS) - A longer term scheduling arrangement that permits a variation of the employee's starting and departure times, but does not alter the total number of hours worked in a week.
  • Flexible Work Schedule - A temporary scheduling arrangement within a single work week that permits a variation of the employee's starting and departure times, but does not alter the total number of hours worked in a week.
  • Operating Hours and Core Business Hours - Operating hours for San Jacinto College are generally 7:00 AM – 7:00 PM.  Core hours, typically 9:00 a.m. – 3:00 p.m., where all employees must be in the office to ensure there is adequate coverage during the work day. The college's work week begins 12:01 am Monday and extends through midnight the following Sunday.
  • Compressed Work Schedules - A compressed work schedule allows an employee to work a traditional 40 hour workweek in less than the traditional number of workdays. 
  • Exempt - Employees who are paid a monthly salary (such as faculty, administrators, counselors and other professionals) are "exempt" from the overtime/comp time provisions of the Fair Labor Standards Act. Exempt employees are expected to work a forty-hour week and must use paid leave time (sick, vacation, or personal leave) to account for a 40 hour week.  Exempt employees do not "bank" comp time or overtime to be used or paid at a later time as do non-exempt employees.
  • Non-Exempt - Employees who are covered by the Fair Labor Standards Act generally include administrative assistants, student workers, police officers, technical support, maintenance, etc. These employees must be compensated for hours worked over 40 during the work week. 

Clear and accurate records must be kept for each workday and the total hours worked for the week for each non-exempt employee must be submitted to payroll on a bi-weekly basis. Records kept only "in the department" for comp time or overtime are expressly prohibited.


  • Human Resources and Payroll Departments

Human Resources is responsible for the interpretation of the Alternate Work Schedule Procedure.

The payroll department must be informed when a non-exempt employee is on an alternate work schedule so they can ensure payroll is processed accordingly.

  • Employee Responsibilities
  1. Employees may submit a written request to his or her leader for review. If approved, the leader and employee will establish a work schedule agreement and submit the online form. Employees who are assigned to multiple leaders as a shared resource must collaborate with each leader to review the AWS request.
  2. Employees must maintain acceptable performance and values expectations.
  • Leader Responsibilities
  1. The leader should consider each request on its own merit and administer consistently in a fair and equitable manner.
  2. The leader ensures that appropriate staffing is always available to meet the operational needs of the department.
  3. The leader can change or revoke alternate work schedule arrangement at any time should business or performance concerns arise. (See Section VII. Termination or Modification of Alternate Work Schedules).
  4. If a leader determines that alternate work scheduling options are not feasible for their work group, they should inform their senior leadership in their department/division to ensure consistency.


Employees who have established a record of high performance and self-motivation are strong candidates for an alternate work schedule. The individual should have excellent time-management skills and a demonstrated history of independent work performance.

The employee must have a track record of using good judgment and must have exhibited Valuable rating on the College’s performance evaluations with no documented performance or conduct issues within the six-month period preceding the request for an alternate work schedule. 

Exceptions may be reviewed on a case by case basis between the employee and their respective leadership chain of command.


  • Alternate work schedule arrangements must be approved in writing.  Employee and leader should use the appropriate form to document the work schedule agreement.
  • A new request for an alternate work schedule must be submitted for approval any time the work schedule changes, including a request to return to regular work hours.  At the beginning of each semester, leaders should review alternate work schedule agreement. Approved requests will be routed to Human Resources and Payroll.
  • In reviewing requests for alternate work schedules, leaders need to consider the operational needs of the college and student success.


  • Alternate work schedule arrangements can be modified or terminated when business needs and job requirements dictate. The alternate work schedule arrangement should be clear up front between the leader and employee.  Modification or termination of an alternate work schedule arrangement may include but not limited to the following:
  1. Business needs are no longer being met; current coverage or staffing needs changed (i.e. an unexpected staff shortage develops).
  2. Job requirements change.
  3. Employee performance falls below an acceptable level.
  • The leader and employee must be responsive to work environment changes and should monitor the alternate work schedule arrangement to ensure that it continues to meet the needs of the department and the college.
  • The leader must provide written notice to the employee that his/her alternate work schedule is being terminated or modified.  Notification may be immediate depending on terms and conditions referenced above.
  • The employee may request a modification of his/her alternate work schedule by submitting a new AWS Form to his/her direct leader.  The leader and employee must agree upon the modification request.
  • The employee may request to terminate their alternate work schedule by providing written notice to their direct leader.  When applicable, a two week notice must be given to allow the leader time to assess operational needs and make scheduling decisions appropriate for the department.


  • Any vacation or sick leave taken during an AWS will reflect the actual number of work hours scheduled for the workday(s). For example, if an employee is scheduled to work nine (9) hours and requests leave for that day, nine (9) hours of leave should be recorded for the leave.
  • Sick Leave: Employees who work under an alternate work schedule agreement must utilize sick leave when sick and unable to work their work schedule.
  • Holiday Pay schedule – refer to procedure
  • Emergency School Closing and compressed work schedule – refer to procedure
  • Jury Duty and compressed work schedule – refer to procedure

Procedure #:


Procedure Name:

 Alternate Work Schedule



Adopted Date:

 November 1, 2016

Revision/Reviewed Date:


Effective Date:

 November 1, 2016

Associated Policy: