Human Resources
Policies and Procedures Manual

Departmental Responsibility: Office of Human Resources
Topic: Workweek
Policy: Workweek
October 18, 1985
Last Revised Date: June 11, 2013

Workweek, Flex-Time, Compressed Workweek, and Special Work Schedules

Official Clemson University Workweek

The official Clemson University workweek begins at 12:01 a.m. each Sunday and runs for seven consecutive days - 168 hours through Saturday at 12:00 a.m..    The standard full-time employee workweek shall be no less than 37.5 hours per workweek. All other standard workweeks shall be designated in one hour increments (ex. 20 hours, 21 hours, 32 hours, etc.).  The normal office hours for Clemson University are 8 a.m. to 4:30 p.m., Monday through Friday. Individual work schedules must meet departmental operating and service needs. Specifically, flex-time and compressed workweek schedules shall not be administered in a way that reduces the total number of hours a day the University normally is open to serve the public. However, supervisors are encouraged to use scheduling options to assist employees

Flex-Time and Compressed Workweek:

Clemson University allows the use of both flex-time or a compressed work schedule for its employees. The potential benefits include:

  1. Providing departments with additional flexibility to effectively address the current and future manpower needs of Clemson University's changing workforce.
  2. Facilitating compliance with the Americans with Disabilities Act Legislation which requires flexibility in scheduling the employment of the disabled.
  3. Allowing extended customer service hours.
  4. Improving employee morale and subsequently improving both recruitment and retention of employees.
  5. Increasing productivity.
  6. Reducing tardiness and absenteeism.
  7. Providing flexibility for child care and elder care concerns.
  8. Allowing employees who wish to upgrade their skills or switch careers by returning to school and providing the opportunity to take additional classes.

Flex-time: Flex-time allows an employee to work a five-day work schedule with flexibility to work a different schedule other than the normal office hours (8 a.m. to 4:30 p.m., Monday through Friday).

Although a flex-time schedule should be maintained for an extended period of time and should not vary from week to week, it is understood that supervisors and employees can make any temporary adjustments to an individual's schedule that fits with the University guidelines and meets their program needs.

Compressed Workweek: A compressed workweek allows employees to work extended daily hours in order to take a portion of a day or a full day off each week. No single work day may be more than 10 hours. Refer to the Holidays policy for questions regarding working on University Holidays.

Adjusting Work Schedules:

Supervisory personnel may adjust an employee's work schedule within the same official workweek. Such an adjustment must allow the employee an amount of time off during the same official workweek so as to avoid working in excess of their normal work schedule.  Although Clemson University pays semi-monthly, adjustments to work schedules must be modified within a one week time frame.  For example, an invalid adjustment would be a 35 hour work week 1 and a 40 hour work week 2 to reach a total of 75 hours in 2 weeks.  The adjustments must still add up to a minimum of 37.5 hours weekly, Sunday through Saturday.

Work Schedule Requirements:
All work schedule requirements should be communicated as a condition of employment prior to an offer and acceptance of employment. Within the limits imposed by a department's program/service needs, and with supervisory and department head approval, an employee may request either a flex-time schedule or compressed workweek. The following factors should be considered in approving either alternative:

  1. unit operational/program needs;
  2. availability of adequate supervision;
  3. accessibility to business contacts and to the public served; and
  4. effective cross-training so that employees can respond to daily inquiries in their area when a person is away from the job site.

Department officials may schedule an individual employee's workweek within these guidelines as long as it meets departmental operating needs. An employee should leave their work site for a meal break whenever possible. Lunch must be scheduled for at least 30 consecutive minutes, and should be scheduled near the middle of the work shift.

Supervisors are encouraged to approve flex-time and/or a compressed workweek so as not to be detrimental to the work unit. If the supervisor cannot approve, has to cancel, or adjust the use of either flex-time or a compressed workweek, it should be clearly communicated to an employee why the department could not approve the request. It is important that these work schedules be as fair and acceptable to all employees as possible.

Special Work Schedule (Sleep Periods)

Less than 24 hour duty:. An employee who is required to be on duty for less than 24 hours is working (less meal time) and the time shall be recorded as hours worked even though they are permitted to sleep or engage in other personal activities when not busy.

Duty of 24 hours or more: When an employee is required to be on duty for 24 hours or more, the employer and employee may agree to exclude bona fide meal periods and a bona fide regularly scheduled sleeping period of not more than eight (8) hours from hours worked, provided that adequate sleeping facilities are furnished by the employer and the employee can usually enjoy an uninterrupted night's sleep. If the sleeping period is longer than 8 hours, only 8 hours will be credited. Where no expressed or implied agreement to the contrary is present, the 8 hours of sleeping time and lunch periods constitute hours worked. If the sleeping period is interrupted by a call to duty, the interruption must be counted as hours worked. If the period is interrupted to such an extent that the employee cannot get a reasonable night's sleep, the entire period must be counted. For enforcement purposes, the Divisions have adopted the rule that if the employee cannot get at least 5 hours' sleep during the scheduled period the entire time is working time.

Special Work Schedule:  Meal Periods    

  • Bona fide meal periods are not worktime. Bona fide meal periods do not include coffee breaks or time for snacks. These are rest periods. The employee must be completely relieved from duty for the purposes of eating regular meals. Ordinarily 30 minutes or more is long enough for a bona fide meal period. A shorter period may be long enough under special conditions. The employee is not relieved if he is required to perform any duties, whether active or inactive, while eating. For example, an office employee who is required to eat at his desk or a factory worker who is required to be at his machine is working while eating.c. No more than one (l) hour may be excluded for each regular meal period. Actual meal time, not to exceed one (l) hour, shall be charged. If the meal period is less than thirty (30) minutes, the entire period shall be recorded as hours worked.
  • No more than three (3) regular meal periods may be scheduled within a given 24 hour period. The fact that an employee lives on the employer's premises and is on call 24 hours a day does not necessarily mean the employee is entitled to pay for all 24 hours. Such an employee has regular duties to perform but is subject to work at any time in the event of an emergency. An agreement should be reached with each employee in this category as to the extent of their duty which will make clear the time that will be considered as hours worked.


Related Documents:
SCOHR Regulation 19-707:  Hours of Work and Overtime

Title 29:  Labor, Part 785:  Hours Worked

Fair Labor Standards Act


Last updated:  May 13, 2013

The language used in this document does not create an employment contract between the employee and the agency. The document does not create any contractual rights or entitlements. The agency reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary or inconsistent with the terms of this paragraph create any contract of employment.