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The College is initiating an optional compressed workweek pilot for full-time staff during the summer of 2022. Compressed workweeks allow full-time staff members to work the hours of a traditional five-day workweek in four workdays. |
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The compressed workweek pilot program is intended to:
In support of these objectives, the following guiding principles will serve as the foundation for design, decision-making and evaluation of the compressed workweek pilot:
To do our best to adhere to those guidelines:
The summer workweek pilot begins Monday, June 13, and concludes Friday, August 4. Department supervisors and staff will meet to discuss compressed workweek options to determine which positions and which staff meet the eligibility requirements for the program.
As was the case with our Remote Work Program Pilot, participation in the compressed workweek pilot program is optional and, if pursued, requires a formal request from the staff member and approval from the staff member’s supervisor and departmental leadership. Supervisors are responsible for assigning specific work hours for each staff member while ensuring that departmental operating and service delivery needs are met. Additionally, supervisors should arrange for coverage for their offices as necessary in a way that does not result in overtime expenses.
Supervisors will ultimately determine the work schedule for each staff member and assign either a Monday through Thursday or Tuesday through Friday schedule. Staff who normally work weekends may have an alternative schedule.
Examples of compressed workweek schedules are:
Example 1 - Staff members work their total weekly scheduled hours Monday through Thursday and are off work Friday through Sunday.
Example 2 - Staff members work their total weekly scheduled hours Tuesday through Friday and are off work Saturday through Monday.
Staff will return to their normal work schedules beginning the week of August 8.
Full-time staff may participate in the compressed workweek pilot if:
A compressed workweek is not appropriate for all positions, departments or staff. Part-time staff are not eligible to participate in this program. Staff on a 9-, 10-, or 11-month schedule may participate with supervisor approval if they work during the pilot program period.
Staff may initiate a request for a compressed workweek with their supervisor/department head. Supervisors will complete a Compressed Workweek Assessment Form and follow a consistent process and use consistent criteria when evaluating the appropriateness of specific roles and individuals for compressed workweek schedules.
Forms will be maintained in staff personnel files with copies to the staff and supervisor/department head. Modifications will be documented appropriately.
Compressed workweek arrangements may be discontinued at any time at the request of either the staff member or supervisor/department head. Units and departments reserve the right to immediately suspend the arrangement in unanticipated circumstances regarding staff performance or operational needs. Supervisors are required to notify the Office of Human Resources if an arrangement ends before completing the pilot period.
The following considerations can assist staff and supervisors/department heads in developing compressed workweek arrangements that are equitable, clearly understood, and to the mutual benefit of the department and the staff member.
Hybrid Work Arrangements
Staff approved for hybrid work arrangements are eligible to participate in the compressed workweek pilot. A hybrid and condensed regular work schedule mixes on-site work at Amherst College and work performed remotely over four workdays.
Overtime
Hourly/non-exempt staff who work more than 40 hours a week will earn pay at the overtime rate of time-and-one-half their regular hourly rate. Overtime work must have the prior approval of your supervisor.
Note: This policy supersedes the Staff Handbook guidance on overtime pay. Staff who participate in the pilot program and work more than 8 hours in one day will not qualify for overtime pay. Staff will only be eligible for overtime pay for the hours worked over 40.
Vacation and Sick Time
Vacation and sick time accruals are not impacted and are available in our Staff Handbook.
Hourly/non-exempt staff participating in the compressed workweek pilot will enter vacation, excused, or sick time off requests (as applicable) for the number of scheduled work hours they miss.
For example, if an hourly/non-exempt staff member participating in the compressed workweek pilot requests a day off of work during the summer, their accrued vacation or excused time would be reduced by 10 hours.
Salaried/exempt staff participating in the compressed workweek pilot will enter vacation, excused, and sick time requests in day increments.
For example, if a salaried/ exempt staff member participating in the compressed workweek pilot requests a week off of work during the summer their accrued vacation or excused time would be reduced by 40 hours.
Or,
If a full-time salaried/ exempt staff member participating in the compressed workweek pilot requests a compressed day off, their accrued vacation or excused time would be reduced by 1.25 days.
Expectations of Work
Supervisors are responsible for maintaining appropriate service delivery levels, ensuring operational coverage, and providing guidance, support, and training for their staff to ensure the pilot's success. The following must be ensured: