TRACKING SICK TIME AND PAID TIME OFF FOR STAFF MEMBERS WITH FLEXIBLE WORK SCHEDULES

Below are general guidelines for tracking sick time and paid time off for staff members with flexible work schedules. For more specific details and suggestions on how best to track time off for nontraditional work arrangements, click here.

(Compressed work schedules, part-time or job sharing assignments)

I. FOR FULL TIME EXEMPT (MONTHLY PAID) STAFF WITH A FLEXIBLE WORK SCHEDULE:

a. Convert accrued sick and paid time off from days to hours, based on the scheduled work hours of the individual.

b. Track use of sick and paid time off by hours. Note: The Fair Labor Standards Act does not permit a reduction of an exempt (monthly paid) employee's salary based on numbers of hours worked.

c. Exempt staff are charged sick and paid time off in a minimum of half day increments.

II. FOR PART-TIME EXEMPT (MONTHLY PAID) STAFF:

a. Convert sick and paid time off (accrued based on a percentage (%) of scheduled work hours of the organization) from days to hours.

b. Track use of sick and paid time off by hours. Note: The Fair Labor Standards Act does not permit a reduction of an exempt (monthly paid) employee's salary based on numbers of hours worked.

c. Exempt staff are charged sick and paid time off in a minium of half day increments.

III. FOR FULL-TIME AND PART-TIME NON-EXEMPT (WEEKLY PAID) STAFF WITH A FLEXIBLE WORK SCHEDULE:

a. Utilize the Personnel Payroll System record of accrued hours of sick and paid time off.

b. Track use of sick and paid time off by hours.

c. Non-exempt staff are charged sick and paid time off by hours used.