ICMARC Associate Handbook August 2016

Confidential — for Internal Use Only

Associate Handbook August 2016 |

The most common compressed workweek schedules are:

Dividing the normal 37.5-hour workweek into four workdays, or

9/75 (working 75 hours over a 9-day, two-workweek period).

HOLIDAYS AND HOLIDAY PAY FOR ASSOCIATES WORKING COMPRESSED WORKWEEKS

Associates who work compressed workweeks receive the same amount of paid holiday leave as other full-time

associates. When a holiday occurs:

Nonexempt associates who

are scheduled to work on the holiday

should understand that their scheduled hours

for that day might be greater than the holiday leave of 7.5 hours granted to associates. To be paid for the

remaining hours that had been scheduled for that day, nonexempt associates may either work the extra

hours within that same pay period or charge the hours to personal or annual leave if desired and available.

Nonexempt associates who

are not scheduled to work on the holiday

should coordinate with their supervisor to

take the time off during that same pay period. If that is not possible, nonexempt associates will receive

extra pay for that week (regular hours worked plus the holiday pay).

Note to nonexempt associates on a compressed work schedule:

Those 7.5 hours of holiday time will be counted as hours

worked for purposes of calculating overtime during that workweek.

(See “Overtime and Holidays” on

Note to exempt associates on a compressed work schedule:

Exempt associates are not paid for more than 75 hours in

a pay period. These associates should arrange with their managers to take the time off during the same or

another pay period, preferably within three months.

OTHER REQUIREMENTS/RESTRICTIONS

Associates’ work schedules can be modified at the manager’s discretion to meet the business needs of the

corporation.

Compressed workweek schedules do not restrict exempt associates from working more than or less than

their scheduled hours as needed to perform the duties of their position.

Supervisors must ensure that associates understand and comply with the compressed workweek policy.

ICMA‑RC has the right to cancel or suspend an associate’s compressed workweek privileges at any time.

Telecommuting

To be eligible for telecommuting, the following minimum criteria must be met:

The position must lend itself to offsite work;

The associate must possess good time-management and organization skills.

Any current associate must have a track record of effective communication and self-motivation; and

Any current associate cannot be on a performance improvement plan and/or must not have received a

warning within the prior 12-month period.

Any exceptions to these criteria must be approved by the head of Human Resources.

Telecommuting will be approved by managers on a case-by-case basis and may not be feasible within some

departments or for certain positions within a department. Final approval must be obtained from the division

head and Human Resources.

Some associates are required to telecommute on a full-time or periodic basis based on their duties or due to their

participation in various corporate initiatives (eg., the monthly Citrix stress test to ensure business continuity).