Work Schedules and Locations
The Law Library allows non-exempt employees to shift a small number of hours in their regular work schedule provided they do not exceed 40 hours for a pay period.
The standard working hours are 8:00am to 5:00pm, Monday through Friday. Some positions have different working hours specific to those positions, for instance Circulation Assistants working evenings or weekends.
Examples of flexible schedules include but are not limited to:
- Working hours are 9:00am to 6:00pm, Monday-Friday
- Working hours differ on certain days during a semester when employee is taking a course
- Working hours are set for several months to accommodate a regular physical therapy session
- Working hours differ for summer months when children are out of school
Flexible schedules are supported for full-time and part-time employees. Flexible schedules are a management option not an employee entitlement. A flexible schedule does not alter salary, the amount of time an employee is expected to work, job responsibilities, or benefits.
Flexible schedules are permitted at the discretion of the supervisor.
- The flexible schedules must not compromise the ability of the department to meet its objectives.
- If the work situation is impacted by too many employees requesting a flexible schedule, the supervisor will consider job responsibilities, job performance, and employee equity.
- Rotating flexible schedules among employees is an option.
- Non-administrative, non-exempt classified employees, or "salaried biweekly" employees are, under the Fair Labor Standards Act (FLSA), restricted to working no more than 40 hours in a work week. A workweek is Thursday at 12:01am to Wednesday at midnight.
- Administrative, exempt classified employees and librarians, or "monthly" employees are not restricted to a 40 hour work week, but typically maintain a weekly work schedule of 40 hours.
Telecommuting or Alternative Work Site
The normal work site is the University of Georgia School of Law.
- Telecommuting or establishment of an alternate work site is permitted at the discretion of the supervisor, with the following considerations:
- The telecommuting or alternate work site arrangement must not compromise the ability of the department to meet its objectives.
- If the work situation is impacted by too many employees requesting telecommuting privileges, the supervisor will consider job responsibilities, job performance, and employee equity.
- Rotating telecommuting or alternate work site arrangements among employees is an option.
- Employees will not be assigned Law School equipment subject to University inventory control, for home use. Exceptions are possible in unusual situations, such as medical conditions or unique personal circumstances and must be approved by the Director of the Law Library.
- Any supplies needed for work at the alternate work site should be obtained from the Law Library. Out-of-pocket expenses for supplies will not normally be reimbursed.
- The Law Library will not be responsible for operating costs, home maintenance, or any other incidental cost (e.g. utilities), associated with the use of the alternate work site.
- If an employee is injured while working at an alternate work site, the employee should follow established University procedures for reporting on-the-job injuries.