In appreciation of our faculty and professional staff's hard work throughout the year, we are pleased to announce half-day Fridays for the summer of calendar year 2020, starting on June 19 and ending on September 11. All non-student-facing offices may close on these Fridays at 12 p.m. All student-facing offices must remain open with minimal staffing for the duration of normal operating hours. Other departments may not be able to close on half-day Fridays due to their unique operational needs and/or collective bargaining agreements. In the event the department must remain open, alternative flextime may be arranged with supervisor approval.
Non-exempt employees must accurately report the hours worked on their timesheet. The remaining hours should be recorded as Summer Hours. For example, a full-time employee reported to work at 8 a.m. and worked until their department closed at 12 p.m. The employee should record four hours Regular and four hours Summer Hours.
Per Diem, Casual, and/or Temporary employees (including co-op students) are not eligible for Summer Hours and will be paid only for the hours worked.
No. Overtime is calculated on hours worked. Summer Hours are not included in the overtime calculation. For example, a non-exempt employee worked ten hours a day Monday through Thursday, and reported to work at 8 a.m. on Friday and worked until their department closed at 12 p.m. For Monday through Thursday the employee should record ten hours of Regular each day. For Friday, the employee should record four hours of Overtime and four Summer Hours.
As an exempt employee, you do not need to record this as time off on your leave report.
Employees must report to work to be eligible for the Summer Hours. If you have a previously scheduled day off, the full day must be reported as vacation or floating holiday.
Employees must report to work to be eligible for the Summer Hours. If you are out of the office due to illness, the full day must be reported as sick.
Employees must report to work to be eligible for the Summer Hours. If you are on intermittent leave and you work in the morning, you will receive the afternoon as Summer Hours. If you do not work at all, the hours will be charged as a full day and you will be paid based on your available sick, vacation and/or floating holiday balance as per the leave policies.
What are some alternatives?
The needs of individual departments will vary. If operational needs allow, reduce staff for the afternoons on Fridays. Alternate with one staff member working the entire day but taking the next full Friday off while their colleague works the full day. Another option is to split the day, with one staff member working the morning and their colleague the afternoon.
Ultimately, the individual departments are responsible for making the determination on the level of staff required to remain open and what, if any, alternatives are appropriate.
My department must remain open on Fridays and my supervisor will not agree to alternative arrangements. Will I be awarded additional Floating Holidays?
No, it is up to the individual supervisor/department to accommodate requests for an alternative schedule.