Flexible Work Schedules

9/80 Work Schedule

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.

4/10 Work 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.

Part-Time Schedule

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 for Exempt Employees

You may be eligible to earn flextime pay if you are an exempt employee (below the director level) and 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 approval.

Also, if your work cannot be completed with flextime, you may be eligible for an extended workweek (see the next section).

Extended Workweek for Exempt Employees

An extended workweek (EWW) may be authorized if warranted by Sandia’s business needs.

You must work five hours over your regularly scheduled hours for the week, before EWW is considered. EWW must be approved in advance, in writing, by your manager, your group’s Director, and Sandia’s compensation manager.

EWW is offered to full-time, exempt employees below the director level.

If approved, EWW pays you straight time, in addition to your base salary, for the eligible hours worked under EWW.