1. What is the Flexible Summer Workweek Program?
  2. Does the Flexible Summer Workweek Program means working a four-day workweek?
  3. What is the purpose of the Flexible Summer Workweek Program?
  4. When will the Flexible Summer Workweek Program be in effect?
  5. I am a Miller School of Medicine employee; can I participate in the Program?
  6. I am a Coral Gables part-time regular employee; can I participate in the Flexible Summer Workweek Program?
  7. Is the University doing this to save money?
  8. What happens when there is a holiday?
  9. Will employees receive overtime pay if they work on a scheduled day off?
  10. Am I automatically eligible to participate in this Program?
  11. How do I request to participate in this Program?
  12. Can I select my work days and work hours?
  13. Can I work all my hours in four days and have Fridays off?
  14. Will payroll deadlines, or pay dates be affected?
  15. Will this program be available only to Non-Exempt (bi-weekly paid) employees?
  16. Can an employee who works full-time (37.5 or 40 hours per week) work different hours each day as long as the number of regularly scheduled work hours are met? For example, work 9 hours one day, 10 hours for two days, and 11 hours one day?
  17. I have childcare concerns and I cannot work extended hours during the week. Do I have to participate?
  18. Can I shorten my week by skipping lunch everyday and maintaining my schedule?
  19. If I have a personal emergency and cannot come to work, how much time will be deducted?
  20. I am a Non-Exempt employee with no accrued vacation or floating holiday time. If I have a personal emergency and cannot come to work, how will I be paid?
  21. If I am sick and unable to come to work on a day that I am scheduled to work 10 hours, how will I be paid?
  22. Can I use my sick time to stay in pay status for a non-medical absence?
  23. Will my benefits, including vacation and sick time, be affected by participating in this program?
  24. If I have a scheduled doctor appointment on a day that I am scheduled to be off, can I use sick time?
  25. Can I participate for only a few weeks in the Program?
  26. I am an Exempt employee participating in the Program and if I request one week of vacation, how many days will be deducted?
  27. I am an Exempt employee who is participating in the Program. If I request two days of vacation on days that I am working a flexible schedule, how many days will be deducted?
  28. If an employee participates in the Program, can they work their regular hours four days and use one vacation day?

  1. This Program allows employees to work a four-day week or other compressed schedule in departments that can accommodate non-traditional schedules during summer months. A flexible schedule is defined as working the number of hours normally worked, but in fewer work days.

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  2. options. The goal of the Program is to allow employees to work the same number of hours each week, but over a shorter period of time using a modified work schedule. Some employees may opt to work four days per week while others may use different compressed schedule arrangements. Please refer to the Program Guidelines for flexible work schedule options.
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  3. The Program is intended as a benefit and provides an opportunity for employees to have additional time with their families and assist in navigating work/life balance during the summer.

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  4. The Program will begin May 31, 2013 and continue through August 8, 2013. However, during the workweek June 28 through July 4, 2013, employees are required to work their regular scheduled hours.

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  5. While this Program is intended for the Coral Gables and Rosenstiel campuses, the Miller School has a tradition of offering a range of alternative schedules for staff where patient, research, teaching, and/or operational needs permit. Miller School employees are encouraged to discuss scheduling options with their supervisor.

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  6. Yes.

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  7. No. The Program does not present an opportunity of cost savings for the University. It is provided as a benefit for employees.

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  8. Independence Day falls within the designated Program period. The Independence Day holiday will be celebrated on Thursday, July 4th; therefore, standard work hours will be worked during the workweek of June 28, 2013 - July 4, 2013, as it is already a four-day work week.

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  9. No. Work on a scheduled day off does not result in overtime unless total hours worked for the week exceed 40 hours.

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  10. No. Department leadership may exercise discretion in determining participation eligibility; taking into consideration employee performance, quality, quantity and timeliness of the department’s work product, and ensuring service and productivity will not be adversely affected.

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  11. All employees are required to submit a completed Flexible Summer Workweek Form to their supervisor no later than Friday, May 17, 2013. All forms require management approval.

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  12. You may request your schedule using the Flexible Summer Workweek Form; however final authorization is determined by the appropriate manager.

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  13. You may request your schedule using the Flexible Summer Workweek Form; however final authorization is determined by the appropriate manager.

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  14. The Program has no affect on payroll deadlines or pay dates. Those dates will not change.

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  15. Both Non-Exempt and Exempt employees can request to participate in the Program with appropriate authorization.

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  16. Any combination of work hours can be arranged with appropriate authorization.

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  17. Employees unable or do not want to participate in the Program will work their normally scheduled work hours.

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  18. Lunch periods cannot be skipped or shortened to less than 30 minutes, with authorization from supervisor.

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  19. If an employee is unable to work the assigned schedule as a result of a personal or family-related reason, the employee will use vacation or floating holiday time to remain in full pay status with supervisor approval for the time missed from work.

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  20. If a Non-Exempt employee is unable to work for personal reasons and has no available vacation or floating holiday hours to remain in pay status, an entry of No Work No Pay will be recorded.

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  21. If a Non-Exempt employee misses a 10-hour work day due to illness, the employee should use 10-hours of sick time to remain in full pay status. Exempt employees should apply one sick day.

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  22. Sick time MAY NOT be used to remain in full pay status for non-medical reasons.

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  23. No; employee benefits will continue to accrue as normal.

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  24. No. Sick time may only be used for illness on scheduled work days.

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  25. Yes, with appropriate authorization.

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  26. You will not be participating in the Flexible Summer Workweek Program during your week of vacation, and therefore five days will be deducted.

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  27. Since you are not participating in the Flexible Summer Workweek Program that week, you will be deducted two vacation days.

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  28. Yes.

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