I. AUTHORITY

This policy is issued under authority granted to the Chief Probation Officer.

II. PURPOSE

To meet the operational and scheduling needs of the Department, while remaining within the mandated parameters of the Fair Labor Standards Act and County policies/Memorandums of Understanding (MOUs).

III. APPLICABILITY

This applies to all non-sworn, non-management staff.

IV. BACKGROUND

This policy is established to provide guidelines for setting and approving alternative work schedules.

V. GENERAL POLICY

1.  All non-sworn, non-management staff will work a standard 40-hour workweek defined as Monday through Friday from 8:00 AM to 5:00 PM.  However, this may be modified by chief deputy probation officers to meet Departmental needs in accordance with existing employee MOUs, County policies and the Fair Labor Standards Act. Pursuant to the Contract and MOU between the County of San Luis Obispo and the San Luis Obispo County Employee’s Association, “Alternate work schedules may be established by the departments provided adequate staffing is maintained to meet the operational needs.”
2.  Employees shall post the following week’s schedule for their respective division on the Probation Unit Schedule computer program prior to noon on Thursday of the previous week.
3. All written requests for alternate work schedules must be submitted on the Request to Work an Alternative Schedule form. All requests for an alternative work schedule will be reviewed on an individual basis, and a decision reached by the unit Supervisor with the approval of the Division’s Chief Deputy Probation Officer / Department Administrator.  The approval of alternative work schedules, including working hours and days of the week, will be approved to better serve the public, meet specific caseload needs, and/or for any other reason as determined by the Department.
4.  Alternative work schedules will be evaluated annually by the unit Supervisor in consultation with the Division’s Chief Deputy Probation Officer / Department Administrator. At this time, the employee’s Supervisor and his/her Division’s Chief Deputy Probation Officer / Department Administrator will assess whether or not the Departmental benefits initially presented in the employee’s original request for an alternative work schedule, remain current.  A new Request to Work an Alternative Schedule must be submitted annually.
5.  An alternative work schedule is a set work schedule and should not be deviated from unless prior supervisor approval is given.  Deviation from a set schedule should be for emergency purposes only and be in the best interest of the Probation Department.
6.  Supervisors will be responsible for monitoring of an employee’s alternative work schedule.

VI. EXCLUSIVITY

This policy will remain in effect until superseded or suspended in writing by the Chief Probation Officer and can be reviewed as needed.