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