A 9/80 work schedule gives eligible employees the opportunity to take every other Friday off.
With this schedule, you will work 80 hours over nine business days (nine hours on eight days and eight hours on one day) and take every other Friday off.
Certain rules apply if you want to alternate or switch your schedule.
The 4/10 work schedule option requires management approval and is for:
- Non-represented exempt and non-exempt employees
- OPEIU-represented employees
- Student interns
With this schedule, you’ll work four 10-hour days each week. You can take any day of the week as your day off. Your chosen day off should be consistent week to week.
Your designated day off is subject to your manager’s approval and is based on business needs.
A part-time schedule is working a minimum of 20 hours to a maximum of 36 hours per week.
Only regular, non-represented employees (including limited-term employees), and postdoctoral employees can work part-time.
A part-time schedule covers specific circumstances and can be used during a limited time period. For example, you can work part-time if you need time for:
- Caring for a sick dependent
- Continuing your education
- Taking care of personal and family needs
- Phasing into retirement
- Other circumstances (subject to manager’s approval)
Working part-time affects your benefits, pay, vacation and holiday accrual, and medical plan coverage costs. Before you make the change, be sure you understand what switching to a part-time schedule will mean for you. Contact HR Solutions if you have questions.
Flextime is approved to be used in support of short-term business needs (4 weeks or less) requiring additional hours worked to balance workload shifts.
Exempt employees below the director level may be eligible to earn Flextime pay if you work five hours over your regularly scheduled hours for the week.
Flextime is not an automatic benefit for additional hours worked – it’s subject to your manager’s pre-approval.
Extended Work Week (EWW) is approved to be used in support of high-priority projects requiring multi-month, multi-year efforts as approved by the Center Director.
An Extended Work Week (EWW) may be authorized if warranted by Sandia’s business needs. EWW is offered to full-time, exempt employees below the director level.
You must be on a standard schedule before EWW is considered*. EWW must be approved in advance by your Manager, Senior Manager, and your Director. After management pre-approval, you must submit the EWW eform to obtain all documented approvals.
If approved, EWW pays you straight time, in addition to your base salary, for the eligible hours worked under EWW.
*EWW charging can now begin hour one over an exempt employee’s weekly scheduled hours. This change is approved through May 31, 2024. This change does not apply to flextime.