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51¹ÙÍø offers alternate scheduling options which are listed in our Employee Guide. In addition to the existing options for flexible scheduling, a policy is in place to allow employees to voluntarily reduce their hours according to the guidelines delineated below.

This policy applies to regular employees only. The fact that an employee works a Voluntary Reduced-Hour arrangement or takes Voluntary Time Off this year does not imply that such an arrangement will be available in the future. This policy cannot be used to extend any medical leave.

Participation in a Voluntary Reduced-Hours or Voluntary Time Off arrangement is voluntary on the part of the employee. Employees who enter into a Voluntary Reduced-Hours or Voluntary Time Off Agreements will maintain the same schedule throughout the period of the agreement, and that schedule must be documented on the request form and approved in advance by the department manager.

Guidelines for Voluntary Reduced Hour Arrangements

• Voluntary Reduced hours will be approved when the department's work schedule allows. Any reduced hour arrangement must not put additional work pressure on other department employees, though there may be some revision of work responsibilities.
• Whether or not to allow a reduced hour arrangement is entirely at the discretion of the department manager and the division VP (decisions within the department and division must take into account equity and fairness).
• Exempt employees entering into a reduced hours schedule will have their salary reduced proportionately.
• Full-time benefited employees entering into a reduced-hour arrangement will be able to maintain their full-time healthcare and income replacement benefits at their regular premium rate only if they continue to work at least 25 hours per week and only if the reduced-hour arrangement continues for no more than two-and-a-half months. 
• Sick and vacation time will accrue at a reduced rate proportional to the reduced hours worked. The college will continue to make 403(b) contributions for eligible employees but the amount of the contribution will be reduced since the contribution rate will be calculated on a lower total pay. Employees on Voluntary Reduced Hours Arrangements will receive only prorated holiday pay during the period of reduced hours. Service credit toward retirement will not be negatively affected by this reduced hour arrangement.
• Hours per day may be reduced or the number of days worked in a week may be reduced, but the employee must agree to a schedule in advance and keep the same schedule for the duration of the reduced hours arrangement.

Guidelines for Voluntary Time Off Arrangements

• Should an employee wish to take from one to eight weeks off rather than reduced hours, such an arrangement would also be allowed under this policy.
• Voluntary Time Off of one to eight weeks will be approved when the department's work schedule allows. Any voluntary time off must not put additional work pressure on other department employees.
• Whether or not to allow Voluntary Time Off is entirely at the discretion of the department manager and the division VP (decisions within the department and division must take into account equity and fairness).
• Exempt employees entering into a Voluntary Time Off Agreement will have their salary reduced for any time not worked.
• Full-time benefited employees entering into a Voluntary Time Off Agreement will be able to maintain their full-time healthcare and income replacement benefits at their regular premium rate only if the voluntary time off is for no more than eight weeks. After eight weeks, the employee must return to work as scheduled or the employee will be considered to have resigned and his or her employment will be terminated.
• Sick and vacation time will not accrue during the Voluntary Time Off period. The college will make no 403(b) contributions during the Voluntary Time Off period since no wages will be earned against which to calculate the contribution. Employees on Voluntary Unpaid Time Off will not receive holiday pay for any holidays during the period of leave. Service credit toward retirement will not be negatively affected by the voluntary time off agreement.

Questions regarding this policy should be directed to Human Resources at 704-894-2213.

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