ICMARC Associate Handbook August 2016

Confidential — for Internal Use Only

Associate Handbook August 2016 |

Telecommuter:

An associate who is regularly scheduled to perform job responsibilities at a location away from

one of the corporation’s main offices, such as at his/her home or a hoteling/telework center.

Telecommuting:

An arrangement wherein an associate is regularly scheduled to work from a location away from

the corporation’s main office(s) one or more days per week/two-week period. That location is equipped with

technology that is appropriate for the tasks being performed and that enables the associate to meet customer

and business needs.

Working from home:

When an associate works from home on a periodic basis as arranged from time to time by

the associate and his/her supervisor. An associate who works from home on an irregular or as-needed basis is

not

considered to be a telecommuter and is not covered under the telecommuting guidelines and requirements.

Flextime

ICMA‑RC supports flexible schedules as defined above. If mutually agreeable to you, your immediate

supervisor and the division head, arrangements may be made to modify your work schedule to accommodate

individual circumstances. Once a schedule has been established, however, you must adhere to it. For example,

if you are scheduled to report to work at 7:30 a.m. and leave at 4:00 p.m., you would be considered late by

arriving to work at 8:30 a.m. without prior approval from your supervisor.

Generally, a flextime schedule is permitted only when it meets the needs of both the individual and the

department or division. A supervisor may, at any time, request that an associate resume official work hours if

the flextime schedule is no longer in the best interests of the corporation.

Compressed Workweek

If you are interested in being considered for compressed workweek scheduling, you should discuss the

arrangement with your supervisor. Requests for compressed workweek scheduling are evaluated on a case-by-case

basis. Supervisors must consider job-related factors, such as the nature of the job, work flow and customer service

needs in deciding whether to approve requests. Approval of compressed workweek requests is at the discretion of

the supervisor/manager with final approval by the division head. Payroll must be notified of this work schedule.

Only full-time associates are eligible under this policy for compressed workweek privileges.

TYPES OF ARRANGEMENTS

The terms of compressed workweek arrangements are agreed upon between associates and their managers

and must be approved by the division head. While associates and managers have the ability to develop

arrangements tailored to associate and departmental needs, basic requirements are as follows:

Arrangements under which associates (nonexempt) work more than 12 hours per day on a regular basis

should not be approved.

Schedules, when considered with other staffing constraints, must ensure sufficient staffing to meet

departmental operating requirements.

The specific terms of associates’ compressed workweeks must be set out in brief written agreements between

managers and associates via a Personnel Action Form (PAF). The agreements must be reviewed by Human

Resources to ensure they conform with this policy.

Schedules that have the potential to increase ICMA‑RC’s liability for overtime pay will generally not be approved.