HOME & COMMUNITY Policy No.: HR-2-10
SUPPORT SERVICES Revised: Feb 2016
-©-OF GREY-BRUCE-©- Effective Date: Jan/99
Page: 2 of 2
SECTION: HUMAN RESOURCES
TOPIC: EMPLOYMENT STANDARDS
POLICY TITLE: HOURS OF WORK
POLICY STATEMENT
All employees are to be advised by their immediate supervisor of the normal hours of work or approved variations from the normal hours of work for the department to which the employee is attached and of the necessity to observe proper arrival and leaving times. Regularly scheduled part-time and full-time employees will have their hours defined through the employment contract which will be prepared by the Payroll Human Resources Clerk. These hours may be adjusted based upon the requirements of the organization. When a change is made it will be communicated in advance by the individual’s supervisor and confirmed in writing. Casual employees will be scheduled on an as-needed basis and are not guaranteed a defined number of hours.
SUPERVISORS RESPONSIBILITY
Supervisors have the responsibility and authority to fairly enforce adherence to rules pertaining to the established hours of work and to approve necessary deviations in individual cases. Rigid standards cannot be precisely defined for all situations, but when unauthorized late arrival or early departure regularly occurs, corrective action should be taken.
EMPLOYEES RESPONSIBILITY
1. Each employee will adhere to these guidelines and to continue to meet job commitments and responsibilities.
2. Each employee will electronically complete the Hourly Timesheet (Form HR6) on a biweekly basis and submit to the supervisor for signature by 4:00 pm every second Friday. Employees are responsible for submitting your timesheets by this deadline, if an employee does not submit their timesheet they may not be paid until the following pay period. Supervisors are not responsible for following up with employee’s who do not submit their timesheets prior to the deadline. Accommodations may be made for employees who do not have access to a personal computer or website in order to file their timesheets.
WORK WEEK
The definition of full-time and part-time work is defined through the group benefits provider who establishes the minimum number of regularly scheduled hours which must be acquired during a pay period in order to qualify for part time or full time benefits. Management employees are responsible for appropriately scheduling employees within the terms of their individual employment contracts.
MINIMUM AND MAXIMUM LENGTH OF SHIFT
Employees may be scheduled in advance for a minimum of two hours. When an employee is called in without notice, they will be paid for a minimum of three hours. Employees will not be scheduled for shifts greater than 12 hours in length.
FLEXIBLE HOURS
The Programs Director or Executive Director can consider the individual needs of employees and authorize flexible working hours providing the level of service is maintained.
SHIFT SCHEDULES
Shift schedules may vary between departments and may be altered periodically in order to accommodate changing work conditions and situations of the department. It is the responsibility of the immediate supervisor to ensure adherence to contractual and legal obligations in establishing shift arrangements.
MEAL PERIODS
Arrangements should be made such that no employee works longer than five consecutive hours without having a 30 min. break unpaid. The unpaid break may be 1/2 hour or 1 hour in duration, dependent on the arrangements made with the Supervisor. Employees may not forego the meal period in order to shorten the work day.
CONTACT
For more information, contact the Payroll Human Resources Clerk.