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<br />presence to complete job functions would not be eligible for remote work, but <br />may be eligible for a flexible or compressed schedule, depending on department <br />coverage. <br />b. Employees must be meeting performance expectations. An employee that has <br />received a written warning within the past six months (depending on the <br />situation) or an employee that rates lower than meets expectations on <br />dependability may be ineligible for Workflex. <br /> <br />B. Differentiation of Workflex that occurs throughout the department depending on the <br />business and service coverage needed, as well as the duration of the agreement. <br />a. A consistent flexible work arrangement may not be feasible due to business <br />needs or position responsibilities of an employee. In such instances, a <br />department head and employee may agree to an occasional use agreement. <br />Where appropriate, an employee may request to work remotely or alter their <br />arrival/departure time to accommodate a business or personal need. It is <br />beneficial to offer some flexibility, if possible, rather than being inflexible. If <br />you are unable to accommodate a regular Workflex request, consider approving <br />a periodic or seasonal request. <br /> <br />C. The impact of arrangement will have on customer service, departmental and City <br />operations. <br />a. Workflex schedules should be tailored to responsiveness and productivity; <br />service to internal and external customers comes first, followed by department <br />needs. Department Heads should keep this in mind when approving Workflex <br />and should not approve when it will have a significant adverse impact to the <br />department’s internal and external customers. Examples of adverse impact <br />include: a reduction of the department’s productivity or a diminished level of <br />services furnished to the public. <br /> <br />D. Employment status <br />a. Exempt Employees: Exempt employees are expected to work the number of <br />hours necessary to fulfill their responsibilities and effectively perform their <br />duties, which often requires work in excess of 40 hours or 80 hours per pay <br />period. A Workflex arrangement does not change those expectations. <br /> <br />b. Non-exempt Employees: Department Heads should not approve work <br />schedules that will require the City to pay overtime. The City Administrator or <br />City Clerk/HR Manager must be involved prior to the approval of a compressed <br />workweek to confirm that the employee is not scheduled for more than 40 hours <br />in a workweek. <br /> <br />Workflex arrangements will be evaluated for effectiveness and may be discontinued at any time <br />at the discretion of the employee or the Department Head or City Administrator. In the case of <br />non-disciplinary action, a week’s notice should be given whenever possible to allow for <br />adjustments. Workflex Agreements are valid for a one-year time period unless otherwise <br />terminated sooner by the City or the employee.