Skip to Main Content
UHV Logo
University of Houston - Victoria

Office of the Vice President for
Administration and Finance

SECTION: HUMAN RESOURCES INDEX: C-4

SUBJECT: WORK HOURS

POLICY

The State has regulations regarding the working hours of regular, full-time staff employees. This policy supports federal law and State of Texas regulations and applies to all staff employees. The normal work hours of the University of Houston-Victoria (UHV) shall be from 8 a.m. to 5 p.m., Monday through Friday, with adequate coverage to handle the workload at all times. The work schedules of employees in some positions, because of the nature of the services rendered, may be adjusted as necessary to provide operational efficiency.

When the President or designee deems it necessary or advisable, offices may be kept open during other hours and on other days, but the time worked under this provision counts towards the required 40 hours per week. Management is responsible for the enforcement of this policy and for ensuring that decisions regarding work schedules and work privileges are fair and equitable.

 

PROCEDURE

Employees will be advised at the time of employment of work schedules. Department heads have the prerogative and responsibility to prescribe rules and limitations dictated by service or organization needs.

Normal Hours of Work

All full-time employees will normally work eight hours per working day for a forty hour workweek unless in paid leave status. Hourly employees are required to adhere to the schedule set by their supervisors and are not permitted to sign out or continue work after completing their scheduled time without the prior approval of their supervisor.

Part–time and temporary employees are expected to work those hours designated by the employing department as necessary to fulfill the requirements of their position. Such hours of work shall be consistent with the FTE of the position.

Overtime for hourly employees may be scheduled when requested by the supervisor and must be approved by the supervisor prior to the work being performed. Hours worked in excess of forty hours during the workweek by an hourly employee shall be considered overtime. Supervisors should manage the workload so that overtime is minimized. See UHV Policy C-25, Overtime/Compensatory Time, for additional information.

Some staff positions require more actual working hours than others and the acceptance of such a requirement is a condition of employment for individuals employed in those positions. Employees are entitled to reasonable notice when departments make significant changes to work schedules.

Certain staff positions require that the employee be available for service during emergencies (i.e., “essential personnel”). An employee who has been informed that his/her position is subject to emergency duty and subsequently fails to report when called for such duty may be subject to disciplinary action, up to and including termination, unless the employee provides an acceptable reason for failure to report for duty.

Meal Breaks

The State Appropriations Act requires that state agencies remain open during the noon hour with at least one person on duty to accept calls, receive visitors, or transact business. Each employee shall be provided a meal break near the middle of the workday. The meal period is normally scheduled for one hour. An employee will not be paid for meal breaks. Supervisors may alter or amend meal schedules as necessary to ensure efficient operations.

Flextime Schedules

The State Appropriations Act supports the employer’s attempt to accommodate an employee’s request for a “flex-time” work schedule. When a department chooses to implement a flextime schedule, the option should be available to all personnel, except for employees in positions where business necessity requires adhering to the posted hours of operation. Such ineligible positions should be so designated in advance of implementing the flextime schedule. Approval from the supervisor and the appropriate cabinet level administrator must be obtained in advance for any deviation from the regular hours of work. Additionally, the supervisor must notify the Director of Human Resources/Affirmative Action via the Alternative Work Schedule Request form. Refer to UHV Policy C-24, Alternative Work Schedule, for additional information.

Tardiness/Absence Notification

Tardiness is defined as being late to work, late returning from a lunch break, or late returning from any other absence from work. The supervisor has the responsibility to address habitual tardiness of employees.

All employees are required to call their supervisors (or a departmental designee) within thirty minutes of the time they were scheduled to report to work e.g. if work starts as 8 am, call in between 7:30-8:30 am. If the employee is unable to reach the supervisor or designee directly, the employee is required to make personal contact with someone within the department as soon as reasonably possible.

National Guard and Armed Forces Reserve Personnel

The work schedule of an employee who is a member of the National Guard or any reserve component of the Armed Forces must be adjusted so that two of the employee's regular non-work days per month coincide with the two days of military duty to be performed by the employees. An employee shall not be required to use vacation or any other compensated leave for this military duty.

References

UHV Policy C-24, Alternative Work Schedule
Alternative Work Schedule Request
UHV Policy C-25, Overtime/Compensatory Time
UHS Administrative Memorandum 02-A-20, Hours of Work
State Appropriations Act

Approved:

Signature obtained         05/17/12
Philip Castille, Ph.D        Date

Origination:  Human Resources
Next Review Date:    May 2014

[Back to MAIN Table of Contents]  [Back to SECTION Table of Contents]  [UHV HOME]