Compressed Work Schedules

Compressed worked schedules are arrangements that allow a full-time staff member to work 40 hours in less than 5 working days (exempt and non-exempt) or work an 80 hour two week work period during 9 days and have the tenth day off (exempt only).

Compressed Work Weeks

A compressed work weeks allow regular full-time exempt and non-exempt employees to work a full week’s schedule in less than five working days. The most common example is an employee working four 10 hour days in a workweek. This is categorized as a 4/40 Compressed Work Week. As with flex time schedules, a non-exempt employee’s work day schedule must incorporate a 30 minute, 45 minute, or one hour bona fide meal period. Exempt employees are expected to follow departmental guidelines regarding meal periods and to work the number of hours required to fulfill their responsibilities.

Compressed Two Week Work Period Defined

(Regular Full-Time Exempt Employees Only)

Compressed two week work periods allow a regular full-time exempt employee within the 10 work days of a two week work period to work 9 days, totaling 80 hours, and have the tenth day off. This is categorized as a 9/80 compressed two week work period. Due to FLSA overtime provisions for non-exempt employees, this alternative work schedule is available to exempt employees only. Exempt employees are expected to follow departmental guidelines regarding meal periods and to work the number of hours required to fulfill their responsibilities

With the 9/80 Compressed Two Week Work Period schedule, in the first week, the employee would work five 9 hour days for a total of 45 hours; in second week, the employee would work three 9 hour days and one 8 hour day for a total of 35 hours; or vice versa; combined, the two workweeks result in a total of 80 hours worked in the two week work period. However, supervisors and employees must keep in mind that exempt employees are expected to work whatever number of hours is required in order to meet the expectations of their jobs, and to follow departmental guidelines regarding meal periods.

The following is an example of a Compressed Two Week Work Period – supervisors and employees may agree upon other workday configurations

Day of the Week

Mon

Tues

Wed

Thurs

Fri

Hours Worked

WEEK ONE

9

9

9

9

9

45

WEEK TWO

8

9

9

9

0

35

TOTAL HOURS 80

In order to create and Compressed Work Schedule, you and your supervisor will need to complete the Compressed Work Week Request Form or the Compressed Two Week Work Period Request Form (exempt employees only).

Leave and Pay Specific to 4/40 Compressed Work Week (Exempt and Non-Exempt Employees)

  • An employee who is unable to work due to illness must request and use accrued sick leave in accordance with university policy and departmental procedures. Supervisors should be careful to confirm the number of hours of leave taken in light of the longer day worked. For example, an employee on a 4/40 compressed workweek who needs to take a day of sick leave is taking 10 hours of sick leave, as opposed to an employee on a regular work week who is taking 8 hours of sick leave.
  • An employee who wishes to be relieved of responsibility for work on a particular day or days for reasons other than illness must request and use available annual leave in accordance with university policy and departmental procedures. The amount of annual leave charged will be equivalent to the hours the employee was scheduled to work and supervisors should calculate the leave based on the considerations noted above under the sick leave explanation.
  • No exempt or non-exempt employee is eligible for more than 8 hours of holiday pay per holiday. If the holiday falls on the employee’s regularly scheduled work day, the employee will be credited with 8 hours of holiday pay for that day. Non-exempt employees may use annual leave to maintain their hours of pay for that day, or they may opt to work additional hours sometime during the workweek. For exempt employees, supervisors need to take into consideration the exempt employee’s status of “paid to get the job done” when determining whether the exempt employee needs to utilize annual leave for the difference between the hours of holiday pay and their typical hours for that day.