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| MEMORANDUM
FOR All Employees
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FROM:
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Director, Office
of Human Resources
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SUBJECT:
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Increased
Flexitime Policy
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Effective October 22, 2000, the Increased Flexitime Policy will
be available to all employees at the U.S. Patent & Trademark
Office.
The Increased Flexitime Policy is a type of flexible work
schedule that allows a full-time employee to complete the basic work
requirement of 80 hours for the biweekly pay period in less than 10
full workdays. An employee may vary the number of hours worked on a
given workday or the number of hours worked each week within the
limits established for the organization.
The advantages of this program are that employees may vary the
number of hours worked each day (can be less than 8 but no more than
12) and the days worked each week, as long as they meet the basic
80-hour requirement for the biweek. In addition, employees may work
as few as 3 weekdays per week (Monday-Friday) in combination with
one weekend day (Saturday-Sunday). Further, employees may work
regular hours until 10:00 p.m.
For purposes of this policy, a workweek will consist of seven
consecutive days, beginning Sunday and ending Saturday. Employees
working under the Increased Flexitime Policy may determine their
work schedule within the limits set forth below:
 | USPTO’s business hours are 8:30 a.m. to 5:00 p.m., Monday
through Friday. However, regular work hours (i.e., the hours in
which an employee may work) will be between the hours of 5:30
a.m. and 10:00 p.m., Monday through Friday, and either Saturday
or Sunday. Employees may choose to work regular hours on one
weekend day, in lieu of a weekday, per week of a biweek. |
| During the work hours of 5:30 a.m. and 10:00 p.m., Monday
through Friday, and either Saturday or Sunday, an employee may
claim overtime, compensatory time, or credit hours after they
have met the 80-hour biweekly work requirement. Sick leave,
annual leave, compensatory time, or credit hours used count
toward the 80-hour requirement.
If the 80-hour requirement is not met, overtime, compensatory
time, or credit hours worked will be credited as regular time, so
long as the hours are worked during the permissible work hours. |
| Employees must work a minimum of 4 workdays per week. The
hours may be any combination of regular hours or approved
leave,
including compensatory time and credit hours used.
An employee must work their regular 80-hour schedule over a
minimum of 8 days during the biweek. An employee may work less
than 8 hours in a day and still meet this requirement. |
| In any given biweek, employees may choose to work regular
hours on one weekend day per week. Therefore, employees may
choose to work the last Saturday of the first biweek and the
first Sunday of the second biweek. |
| The maximum work time is 12 hours. Time will be reported in
15-minute increments. Employees are responsible for keeping
track of their own time. |
| An employee may mid-day flex. This means that an employee
may work more than one work period during the same day. |
| Under the Government’s flexible work schedule
requirements, holiday pay is limited to 8 hours. Employees
will only receive 8 hours per holiday toward their 80-hour
work requirement for the pay period. |
| Participation in the Increased Flexitime Policy is voluntary
and is contingent upon an employee maintaining at least
"Fully Successful" performance. |
Some restrictions apply. Employees who participate in the
Increased Flexitime Policy work schedule must coordinate their
work schedules to ensure that necessary coverage is maintained.
Employees are required to attend training and meetings as long as
reasonable advance notice is given.
Some employees may not participate in the Increased Flexitime
Policy program, due to the nature of their jobs, requiring their
presence during USPTO business hours or to ensure office coverage.
Employees must notify their supervisor if they will be absent
on a weekday. The employee is required to leave "out of
office" notices on their E-mail and phone, as appropriate.
Attached are procedures regarding the implementation of this
program and the specific details of each of the limits set forth.
If you have any questions, you may E-mail or call Kathy San Pietro
or Amy Wanko, Employee Relations Specialists, Office of Human
Resources, at (703) 305-8121.
/s/
Sydney T. Rose
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INCREASED FLEXITIME
POLICY
FOR ALL
EMPLOYEES OF THE U.S. PATENT & TRADEMARK OFFICE |
Background:
The Increased Flexitime Policy is endorsed by Q. Todd Dickinson,
Under Secretary of Commerce for Intellectual Property and Director
of the U.S. Patent & Trademark Office, and is consistent with
the President’s guidance to establish programs to encourage and
support the expansion of flexible family-friendly work arrangements.
The Increased Flexitime Policy is designed to permit managers and
supervisors to be able to achieve their program goals while
simultaneously allowing their employees to have more flexibility in
scheduling their personal activities. As our employees gain greater
control over their time, they can be more efficient in balancing
their work and family responsibilities.
Implementation:
The Increased Flexitime Policy will be available to all employees
(with some restrictions) beginning October 22, 2000. The
Participation in this work schedule is entirely voluntary. No
employee will be required to participate. Other policies and
agreements remain in effect (e.g., AWS).
Business Unit leaders are responsible for the overall
administration of the Increased Flexitime Policy. Their
responsibilities include developing the operating parameters of the
Increased Flexitime Policy for their respective organizations.
Increased Flexitime Policy:
Under the Increased Flexitime Policy, the workweek will consist
of seven consecutive days, beginning Sunday and ending Saturday. The
Policy is a flexible work schedule wherein a full-time employee has
an 80-hour biweekly basic work requirement that allows an employee
to determine his or her own schedule within the limits set forth
below:
| Work hours will be between the hours of 5:30 a.m. and 10:00
p.m., Monday through Friday, and either Saturday or Sunday.
(This requirement means that an employee may start normal work
as early as 5:30 a.m. and work as late as 10:00 p.m.) |
| During the work hours of 5:30 a.m. and 10:00 p.m., Monday
through Friday, an employee may only claim overtime,
compensatory time, or credit hours after they have met the
80-hour biweekly work requirement. Sick leave, annual leave,
compensatory time, and credit hours used count toward the
80-hour requirement. |
| The minimum number of days worked per week is four (4)
days. This flexibility means that employees must work four
days, but may work those days with the maximum of 12 hours. The
hours may be any combination of regular hours or approved leave.
For example, an employee might work: 10 hours on Monday; 10
hours on Tuesday; 10 hours on Wednesday; 10 hours on Thursday;
or 4 hours on Monday; 12 hours on Tuesday; 12 hours on
Wednesday; 12 hours on Friday. |
| Employees may choose to work regular hours on one weekend
day per week in a biweek. This flexibility means that
employees can choose to work either Saturday or Sunday, in lieu
of a regular weekday, per week. Employees may choose to work the
last Saturday of the first biweek and the first Sunday of the
second biweek. For example, an employee might work: 10 hours on
Monday; 10 hours on Tuesday; 10 hours on Wednesday; 10 hours on
Saturday; and 10 hours on Sunday; 10 hours on Wednesday;
10 hours on Thursday; 10 hours on Friday. |
| The maximum work time is 12 hours, (which does not include
the required 30-minute lunch break resulting in 12 hours and 30
minutes). Work will be accured in hours and 15-minute
increments. This flexibility means that an employee could
choose to vary the number of hours and minutes worked each
workday as long as 80 hours is accrued by the end of the pay
period. For example, an employee might work: 8 hours on Monday;
8 hours on Tuesday; 4 hours on Wednesday; 9 hours on Thursday;
11 hours on Friday; and 12 hours on Monday; 12 hours on
Tuesday; 12 hours on Wednesday; 2 hours on Thursday; 2 hours on
Friday, for a total of 80 hours. |
| Under the Government’s flexible work schedule
requirements, holiday pay is limited to 8 hours. This
requirement means that employees participating in the Increased
Flexitime Policy will receive 8 hours of holiday pay to be
reported on the day that the Government designates as the
holiday. If employees choose to work on holidays, the first 8
hours worked will be paid at holiday pay rate. Any work
performed after the first 8 hours will be considered overtime. |
| Participation in the Increased Flexitime Policy is
contingent upon an employee maintaining at least "Fully
Successful" performance. This requirement means that
any employee may be prevented from participating in the
Increased Flexitime Policy if their work performance is deemed
to be at the Marginal or Unacceptable level in any of the
critical elements of their Performance Appraisal Plan. |
| Some restrictions will apply to the Increased Flexitime
Policy Program, as determined by the Head of the organizations.
Due to the nature of their work, some employees will be
prevented from participating in this program, for example
employees that are required to be present at work during
specific operational hours. |
| Overtime hours are applicable after the employee has met
the 80 hour biweekly work requirement, with the exception of
holidays. |
| Employees must notify their supervisor if they will be
absent on a weekday. The employee is required to leave
"out of office" notices on their E-mail and phone, as
appropriate.
Click here to view the Increased Flexitime
Policy Q&A: Flextime
Q & A.
Click here to view the Additional Q& A on the Increased
Flexitime Policy: Additional
Q&A's
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