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<br /> <br /> <br /> <br /> <br /> a. The Work Week Period. The forty (40) hour FLSA work <br /> <br /> week period shall be defined as the work period starting <br /> from Friday at mid-shift to Friday at mid-shift. No <br /> employee working the "9/80" work schedule shall be <br /> able to flex their Friday start time nor the time they take <br /> their lunch break, which shall occur in the middle of the <br /> day on Fridays. <br /> <br /> b. The 9/80 Work Period. The "9/80" two-week work period <br /> for employees starts Friday mid-shift and continues for <br /> fourteen (14) days until Friday mid-shift. During this period, <br /> each week is made up of four (4) nine-hour work days <br /> (thirty-six hours) and one (1) four-hour Friday for a total of <br /> forty (40) work hours in each workweek (e.g., the Friday is <br /> split into four (4) hours for the first shift, which is charged to <br /> work week one and four hours (4) for the second shift, <br /> which is charged to work week two). <br /> <br /> C. Work Schedule Changes. Employees shall not be <br /> permitted to change their work schedules without prior <br /> approval of their supervisor and Department Head. <br /> <br /> d. Modifications of the FLSA Work Week. Modifications of the <br /> FLSA work week period are not permitted unless <br /> <br /> authorized by the Executive Director of Personnel Services <br /> and the City Manager. <br /> <br /> e. Emergencies. All employees on the "9/80" work schedule <br /> are subject to be called to work any time to meet any <br /> and all emergencies or unusual conditions that, in the <br /> opinion of the City Manager, Department Head or <br /> designee, may require such service from any of said <br /> employees. <br /> <br /> 4.3 9/80 Schedule Hardship Claims. Any employee having been authorized to <br /> work the "9/80" work schedule who subsequently encounters a personal <br /> hardship with his/her work hours may request an accommodation from <br /> his/her Department Head. A "hardship request" shall be limited to an <br /> employee's authorized hours of work. An accommodation shall be <br /> considered only after the employee has exhausted all other personal options <br /> to resolve the hardship. <br /> <br /> If the employee is unable to resolve his/her problem, the employee may <br /> request an accommodation from their Department Head by submitting a <br /> hardship claim. The Department Head may authorize an accommodation <br /> <br /> CONFIDENTIAL ASSOCIATION OF SANTA ANA (CASA) MOU: 2010 - 2012 Page 8 <br /> 25E-10 <br />