HRDG 4610 - Tours of Duty - Section I - Subsection A

Sometimes conditions prevent advance determination of the specific work hours, the number of hours per day, and/or the specified workdays. In such cases, the agency may designate the first 40 hours of the administrative workweek in a pay status as an employee’s basic workweek. The first 40 hours in a pay status are considered regularly scheduled for premium pay and hours of duty purposes.

The following rules apply:

• For planning purposes, the supervisor must designate in advance of the start of the administrative workweek the days of the week that will constitute the employee’s basic workweek;

Note: The employee may or may not be called to work on all of the days designated as part of the employee's basic workweek;

• The basic workweek must not consist of more than 6 days of the administrative workweek;
• Another day off in lieu of Sunday must be designated in advance by the supervisor for these employees;
• Employees performing nonovertime work on Sunday are entitled to Sunday premium pay.
• Since the first 40 hours must occur over not more than 6 days of the administrative workweek, any time worked on the seventh day is considered overtime, regardless of whether the 40-hour requirement has been met;
• Night differential is paid for all nonovertime work occurring between the hours of 6pm and 6am;
• Night differential is not paid for more than 40 hours of work in an administrative workweek because the overtime is considered irregular and occasional; and
• Credit will be applied toward the first 40 hours for holidays, compensatory time, and paid leave. Leave is charged based on the hours scheduled to work on a particular day. Leave of absence during the workday for personal reasons (such as gliding, core time deviations, used under maxiflex) is not permitted without a charge to the appropriate leave category.

Regardless of FLSA status, in this type of scenario, you are only entitled to OT for work in excess of 8 hours in a day that is ordered and approved if:

• Your rate of pay is at or below a GS-10 step 1 (including any applicable locality payment or special rate supplement), and
• You are not performing professional, technical engineering, or scientific activities.

Emergency employees must report for work on time unless directed otherwise by their supervisor.

Non-emergency employees with approved telework agreements are required to telework but will receive up to 2 hours of administrative leave on the day of the closure.

Non-emergency employees without telework agreements will be granted administrative leave for the number of hours they are regularly scheduled to work.

Nonemergency employees on preapproved leave are to use the chart located in HRDG 4630 Absence and Leave Section D subsection b