Flexi Time Policy | Dublin City University_大发体育在线

Dublin City University (DCU) is committed to providing an equal, inclusive and diverse environment in which all members of the University community should expect to be able to thrive and be respected and valued for their unique perspectives and contributions. This policy specifies the arrangements in place at Dublin City University for the administration and monitoring of the University’s Flexi-time Policy.

The main purpose of flexi-time is to provide a more flexible system of attendance for employees, within certain defined limits.

Flexi-time will be operated on the understanding that the efficiency and effectiveness of the University's operations are maintained at all times.

Flexi-time is not an employee entitlement as it is subject to the operating requirements and approval of the Head/Director of School/Unit. If the work of any section is negatively impacted, steps shall be taken to restore normal effectiveness of operations i.e. if the section is unable to restore normal effectiveness, flexi-time can be cancelled for a particular individual or unit. Operation of flexi-time in any given unit/area will normally be reviewed annually as to its effectiveness and impact on operations. The review will determine whether flexi will continue for the following year and/or whether any changes need to be applied. The review will take into account, but is not limited to, the following considerations:

Effect on provision of service, operational principles and ongoing operational needs.
Current and future leave requirements.
Current and projected employee numbers within the unit.
Remote working arrangements.
Any individual or group abuses within the unit.

The Human Resources Core Time system supports the implementation and maintenance of flexi-time in conjunction with a School/Unit’s Flexi-Time Approvers.

This policy applies to all categories of professional grades up to and including the grades of Professional 5A (P5A) or equivalent. The policy, therefore, does not apply to the following:

Administrative employees at the level of Professional 6 grade or higher;
Academic employees by virtue of the fact that they have other flexibilities available to them;
An employee who is already availing of a Reduced Hours Work Arrangement and/or Parental Leave during the period of the arrangement;
New employees within the first six months service who have not completed the first and second probation meetings.

Employees who are in either formal or informal performance management processes may be excluded from flexi until such time it is deemed their performance has improved sufficiently.

The availability of flexi-time is determined by the business needs of a particular unit. Therefore, flexi-time is not available in all University units. Should an employee be appointed to or transfer to a unit which does not operate flexi-time he/she will not have access to the scheme.

The appropriateness of flexi-time for particular individuals and categories of employees is normally a matter for agreement between the Head/Director of School/Unit and the individual. Line management can reserve the right to exclude certain employees from using flexi- time for operational or other reasons e.g. management level/employees with high travel commitments.

The introduction and application of flexi-time is based on the co-operation from all employees in a section/unit, and the co-ordination of working arrangements to ensure appropriate cover is in place. Flexi-time will be the lowest level priority in terms of leave, i.e. annual leave and any other leave arrangements will take precedence. Sufficient employees must be available outside of core time to provide normal operational cover.

Flexi-time Operating Principles
1	A minimum of two nominated Approvers/Supervisors will be required from each School/Unit wishing to operate Flexitime.
2	Sufficient cover in all areas* at all times is required during University hours of 9.00 a.m. - 5.00 p.m. Monday – Friday *This includes cover of Public desks during 9.00 a.m. to 5pm.
3	The extended working time - the “Bandwidth” - is 8.00 a.m. to 7.00 p.m. This is divided into two parts: Core Time: 10.00 a.m. - 12.30 p.m. and 14.30 p.m. - 16.00 p.m. Flexible Hours: 08.00 a.m. – 09.59 a.m. 12.31 a.m. – 14.29 p.m. 16.01 p.m. – 19.00 p.m.
4	During the flexible band of 12.31 p.m. to 14.29 p.m., there must be a minimum lunch break of no less than 30 minutes. If no lunch break is noted on the system, the system will automatically deduct two hours. Please note that in accordance with The Organisation of Working Time Act 1997 an employee may not work more than 6 consecutive hours without receiving at least a 30-minute meal break. No employee can waive their rights as provided by the 1997 Act.
5	Each day of Authorised Absence (including flexi-leave) will be recorded, on average, as 7 hours for a 35-hour week (or as appropriate for other grades). A half-day will be recorded as 3 hours and 30 minutes.
6	Employees must be present during Core Time unless they are on an authorised absence. Failure to arrive on time at the beginning of ‘core time’ or any unauthorised absence during ‘core time’ is considered an ‘infringement’.
7	Employees should endeavour to work the standard working hours (140 hours professional employees) in each four-week settlement period. However, a debit or credit variation of up to a maximum of +8 hours or -7.00 hours will be allowed to be carried forward to the next period.
8	For credit carryover, balances in excess of the maximum of 8 hours, will be forfeited.
9	In any settlement period a maximum of 1-day flexi leave is permitted. The following conditions apply to employees taking a half-day’s leave in lieu of credit hours: Morning leave must arrive before 2.30 p.m. Afternoon leave may depart after 12.30 p.m.
10	Employees who are resigning or whose fixed term