Under the Family and Medical Leave laws:

• You are allowed, if eligible, to take time off from work for family and/or medical reasons with job protections.
• You cannot be denied the leave of absence if you meet the qualifications for a family or medical leave.
• You are entitled to continued group health insurance benefits while on a FMLA leave.
• You are entitled to return to your same or equivalent position with the equivalent pay, benefits, and other terms and conditions of employment.
• You are entitled to all accumulated seniority, retirement, fringe benefits and other service credits which you had at the time of the leave.
• Employers cannot use the taking of FMLA leave as a negative factor in employment actions such as hiring, promotion, or disciplinary actions, nor can FMLA leave be counted against your attendance.

The DAS Centralized Benefits and Leaves document has links to all of the forms needed to start FMLA. This DAS centralized benefits pod handles all of our medical and FMLA requests. The FMLA forms can be sent to the new pod at DAS.BenefitsandLeavesPod4@ct.gov or faxed to (860) 706-1474 – whichever is easier.
See the Centralized Benefits and Leaves Pod 4 & 5 Notice to Agency Employees

Information regarding the State of Connecticut Family and Medical Leave Entitlements Policy can be found here. Also, below are the links to the Employee Request Form, required medical certificates, and Intent to Return to Work.

Employee Request Form
Employee Medical Certificate
Caregiver Medical Certificate
Intent to Return

Complete a Request for Leave Form, and attach the required documentation. Give this to your supervisor 30 days prior to your need for leave when the need is known or within two days after an unexpected need for leave.

The following guidelines provide the framework for an alternate work schedule program for Maintenance and Service (NP-2) Bargaining Unit employees employed by the Department of Environmental Protection. It is the intent of the department to give employees appropriate maximum flexibility, within the constraints of accomplishing our mission and providing high quality services to the public.

General Conditions

1. All alternate work schedules are subject to agency operating needs and must be approved by the employee's supervisor and division and bureau management. All alternate work schedules are subject to the conditions set forth in these guidelines.
2. This program will run in six month increments beginning on the first day of the pay period that includes April 1 and October 1 of each year. Employees may join the program by completing the required application and obtaining authorization from their supervisor and manager at least two weeks prior to the beginning of one of the above-mentioned six month periods.
3. An employee must conform to the regularly scheduled hours as defined in their bargaining unit contract. For Maintenance and Service Bargaining Unit (NP-2) employees, the workweek is 37½ hours. Full-time NP-2 employees will be scheduled for a maximum of 75 hours in a bi-weekly period. Part-time employees must conform to the hours in their approved workweek and cannot work more than 34 hours in any workweek. Under no circumstances will a schedule be approved where an employee would be allowed to work in excess of 40 hours per week or 8 hours per day. A workweek is defined as 12:01 a.m. on Friday to 11:59 p.m. on the following Thursday.
4. The standard office hours for the department are between the hours of 8:30 a.m. and 4:30 p.m., Monday through Friday. Alternate work schedules may be requested between the hours of 7:00 a.m. and 6:00 p.m., Monday through Friday. Work hours may be scheduled in quarter hour increments and must include at least a one-half hour unpaid lunch period in the middle of each work day (between the hours of 11:00 a.m. and 2:00 p.m.) during which the employee works more than five hours. Lunch periods may be scheduled for a maximum of two hours.
5. An alternate schedule may include different working hours on various days of the week, but must be regularly maintained, i.e., not subject to change.
6. Schedules will not be approved which result in an employee exceeding 40 hours per week, or result in the mandatory payment of overtime, premiums or any additional compensation beyond the normal workweek. This does not preclude payment of normal overtime as approved in advance by department management.
7. Any time off during the scheduled hours requires prior approval from the employee's supervisor and will be charged to appropriate leave accounts.
8. Employees must notify their supervisor if they know that they will not be reporting to work within thirty (30) minutes of their scheduled arrival time. State and departmental policies regarding attendance will continue to apply.
9. An employee is expected to make accommodations in his or her schedule to meet agency operating needs, including but not limited to attendance at meetings during normal non-work hours. Management reserves the right to schedule employees to work certain hours should agency operating needs dictate. This is not intended to go beyond the rights outlined in the contract.
10. Employees found to be abusing the program or who have demonstrated attendance or other performance problems may be denied the right to an alternate work schedule and returned to a standard schedule which include the hours of 8:30 a.m. and 4:30 p.m. Supervisors will give one full bi-weekly pay period written notice. This will not preclude the department from taking appropriate disciplinary action.
11. In the event the management of DEP determines that this Alternate Work Schedule Program is not in the interest of the agency, it may exercise the unilateral right to replace such schedules with a standard workweek as outlined in the applicable contract.
12. All leave accruals and maximum accrual limitations will remain unchanged, based upon the standard workday. Leave time, including vacation, personal leave and sick leave will be taken on an hour for hour basis, i.e., eight hours will be charged for a full day of leave taken on an eight hour day.
13. An employee may revert to a standard workweek (schedules including the hours between 8:30 a.m. and 4:30 p.m.) by giving his or her supervisor one full bi-weekly pay period written notice. Once an employee elects to return to a standard work schedule, he or she may not apply for another alternate work schedule until the beginning of the next signup period. If the employee requests and the supervisor determines the operating needs of the unit can be met by the use of another schedule, such schedule may be allowed by mutual agreement in accordance with these guidelines.
14. Employees may elect to remain on a standard workweek. If the program is discontinued or an employee elects to opt out of the program, the employee will return to a standard work schedule.
15. Holidays will be paid on the basis of how many hours an employee in the bargaining unit would receive if working the standard workday, which is seven and one-half hours in the case of full-time NP-2 employees. Employees will be required to revert to a standard workweek to meet their required hours for the week unless prior supervisory approval has been granted, as follows. Supervisors may grant approval for an employee to revise their schedule during a work week in which a holiday falls, allowing employees to use vacation leave, personal leave or compensatory time to meet their scheduled workweek. When an employee is scheduled to work fewer hours on a holiday than he or she would be paid for a holiday, the supervisor may allow adjustments to hours worked on other days during the week to ensure the employee works the required number of hours during the week. Part-time employees may receive holiday pay when they are scheduled to work on a holiday for the hours they are scheduled to work up to a maximum of the standard work day in accordance with the contract. Treatment of schedules during holiday workweeks must be agreed upon at the beginning of the six-month period.
16. Employees who are scheduled to work prior to 8:30 a.m. and/or after 4:30 p.m. are expected to be available to provide services to clients and the public including the answering of telephones and providing information as requested.
17. The operating needs of the division, office or unit, as appropriate, shall be given first consideration when requests are being considered. If more requests for work schedules are received than can be accommodated, preference will be given on the basis of special needs, which are defined in the Maintenance and Service contract as needs in areas such as child care, transportation or participation in an educational program. After special needs are considered, preference will be given on the basis of seniority as defined in the contract. In the event of a tie, the lower employee number will prevail.
18. When a new employee begins work in a work section, he or she may be offered an alternate work schedule in accordance with the operational needs of the work unit and with the approval of the supervisor.
19. If an employee leaves the work unit, the supervisor will realign work schedules, if necessary, to ensure that the operating needs of the work unit and agency are met. Changes will be governed by agency needs, special needs and seniority, in that order, and based on the provisions of the applicable contract.
20. Disputes regarding the Alternate Work Schedule Program shall not be grievable or arbitrable.
21. The Alternate Work Schedule Program will be effective on the pay period that includes April 1, 2002.
22. All requests for an alternate work schedule must be submitted on an Alternate Work Schedule Request Form. This form must be completed by the employee and approved or disapproved by the employee's immediate supervisor, division director and bureau chief. All forms will be maintained within the appropriate bureau or division.

The following guidelines provide the framework for an alternate work schedule program for Administrative Clerical (NP-3) Bargaining Unit employees employed by the Department of Environmental Protection. It is the intent of the department to give employees appropriate maximum flexibility, within the constraints of accomplishing our mission and providing high quality services to the public.

General Conditions

1. All alternate work schedules are subject to agency operating needs and must be approved by the employee's supervisor and division and bureau management. All alternate work schedules are subject to the conditions set forth in these guidelines.
2. This program will run in six month increments beginning on the first day of the pay period that includes April 1 and October 1 of each year. Employees may join the program by completing the required application and obtaining authorization from their supervisor and manager at least two weeks prior to the beginning of one of the above-mentioned six month periods.
3. An employee must conform to the regularly scheduled hours as defined in the Administrative Clerical contract. For full-time Administrative Clerical (NP-3) employees, the workweek is 40 hours per week. Part-time employees must conform to the hours in their approved workweek and cannot work more than 34 hours in any workweek. Under no circumstances will a schedule be approved where an employee would be allowed to work in excess of 40 hours per week. A workweek is defined as 12:01 a.m. on Friday to 11:59 p.m. on the following Thursday.
4. The standard office hours for the department are between the hours of 8:30 a.m. and 4:30 p.m., Monday through Friday. Alternate work schedules may be requested between the hours of 7:00 a.m. and 6:00 p.m., Monday through Friday. Work hours may be scheduled in quarter hour increments and must include at least a one-half hour unpaid lunch period in the middle of each work day (between the hours of 11:00 a.m. and 2:00 p.m.) during which the employee works more than five hours. Lunch periods may be scheduled for a maximum of two hours.
5. An alternate schedule may include different working hours on various days of the week, but must be regularly maintained, i.e., not subject to change.
6. Schedules will not be approved which result in an employee exceeding 40 hours per week, or result in the mandatory payment of overtime, premiums or any additional compensation beyond the normal workweek. This does not preclude payment of normal overtime as approved in advance by department management.
7. Any time off during the scheduled hours requires prior approval from the employee's supervisor and will be charged to appropriate leave accounts.
8. Employees must notify their supervisor if they know that they will not be reporting to work within thirty (30) minutes of their scheduled arrival time. State and departmental policies regarding attendance will continue to apply.
9. An employee is expected to make accommodations in his or her schedule to meet agency operating needs, including but not limited to attendance at meetings during normal non-work hours. Management reserves the right to schedule employees to work certain hours should agency operating needs dictate. This is not intended to go beyond the rights outlined in the contract.
10. Employees found to be abusing the program or who have demonstrated attendance or other performance problems may be denied the right to an alternate work schedule and returned to a standard schedule which include the hours of 8:30 a.m. and 4:30 p.m. Supervisors will give one full bi-weekly pay period written notice. This will not preclude the department from taking appropriate disciplinary action.
11. In the event the management of DEP determines that this Alternate Work Schedule Program is not in the interest of the agency, it may exercise the unilateral right to replace such schedules with a standard workweek as outlined in the contract.
12. All leave accruals and maximum accrual limitations will remain unchanged, based upon the standard workday. Leave time, including vacation, personal leave and sick leave will be taken on an hour for hour basis, i.e., eight hours will be charged for a full day of leave taken on an eight hour day.
13. An employee may revert to a standard workweek (schedules including the hours between 8:30 a.m. and 4:30 p.m.) by giving his or her supervisor one full bi-weekly pay period written notice. Once an employee elects to return to a standard work schedule, he or she may not apply for another alternate work schedule until the beginning of the next signup period. If the employee requests and the supervisor determines the operating needs of the unit can be met by the use of another schedule, such schedule may be allowed by mutual agreement in accordance with these guidelines.
14. Employees may elect to remain on a standard workweek. If the program is discontinued or an employee elects to opt out of the program, the employee will return to a standard work schedule.
15. Holidays will be paid on the basis of how many hours an employee in the bargaining unit would receive if working the standard workday, which is eight hours per day in the case of full-time NP-3 employees. Employees will be required to revert to a standard workweek to meet their required hours for the week unless prior supervisory approval has been granted, as follows. Supervisors may grant approval for an employee to revise their schedule during a work week in which a holiday falls, allowing employees to use vacation leave, personal leave or compensatory time to meet their scheduled workweek. When an employee is scheduled to work fewer hours on a holiday than he or she would be paid for a holiday, the supervisor may allow adjustments to hours worked on other days during the week to ensure the employee works the required number of hours during the week. Part-time clerical employees and their supervisors should refer to the clerical contract regarding language regarding prorating of holidays for part-time employees (Article 29, Section 6.) Treatment of schedules during holiday workweeks must be agreed upon at the beginning of the six-month period.
16. Employees who are scheduled to work prior to 8:30 a.m. and/or after 4:30 p.m. are expected to be available to provide services to clients and the public including the answering of telephones and providing information as requested.
17. The operating needs of the division, office or unit, as appropriate, shall be given first consideration when requests are being considered. If more requests for work schedules are received than can be accommodated, preference will be given on the basis of special needs, which are defined in the Administrative Clerical contract as needs in areas such as child care, transportation or participation in an educational program. After special needs are considered, preference will be given on the basis of seniority as defined in the contract. In the event of a tie, the lower employee number will prevail.
18. When a new employee begins work in a work section, he or she may be offered an alternate work schedule in accordance with the operational needs of the work unit and with the approval of the supervisor.
19. If an employee leaves the work unit, the supervisor will realign work schedules, if necessary, to ensure that the operating needs of the work unit and agency are met. Changes will be governed by agency needs, special needs and seniority, in that order, and based on the provisions of the contract.
20. Disputes regarding the Alternate Work Schedule Program shall not be grievable or arbitrable.
21. The Alternate Work Schedule Program will be effective on the pay period that includes April 1, 2002.
22. All requests for an alternate work schedule must be submitted on an Alternate Work Schedule Request Form. This form must be completed by the employee and approved or disapproved by the employee's immediate supervisor, division director and bureau chief. All forms will be maintained within the appropriate bureau or division.

The following guidelines provide the framework for an alternate work schedule program for Protective Services Bargaining Unit employees employed by the Department of Environmental Protection. It is the intent of the department to give employees appropriate maximum flexibility, within the constraints of accomplishing our mission and providing high quality services to the public.

General Conditions

1. All alternate work schedules are subject to agency operating needs and must be approved by the employee's supervisor and division and bureau management. All alternate work schedules are subject to the conditions set forth in these guidelines.
2. This program will run in six month increments beginning on the first day of the pay period that includes April 1 and October 1 of each year. Employees may join the program by completing the required application and obtaining authorization from their supervisor and manager at least two weeks prior to the beginning of one of the above-mentioned six month periods.
3. An employee must conform to the regularly scheduled hours as defined in their bargaining unit contract. For full-time Protective Services (NP-5) employees, the workweek is 40 hours per week. Part-time employees must conform to the hours in their approved workweek and cannot work more than 34 hours in any workweek. Under no circumstances will a schedule be approved where an employee would be allowed to work in excess of 40 hours per week. A workweek is defined as 12:01 a.m. on Friday to 11:59 p.m. on the following Thursday.
4. The standard office hours for the department are between the hours of 8:30 a.m. and 4:30 p.m., Monday through Friday. Alternate work schedules may be requested between the hours of 7:00 a.m. and 6:00 p.m., Monday through Friday. Work hours may be scheduled in quarter hour increments and must include at least a one-half hour unpaid lunch period in the middle of each work day (between the hours of 11:00 a.m. and 2:00 p.m.) during which the employee works more than five hours. Lunch periods may be scheduled for a maximum of two hours.
5. An alternate schedule may include different working hours on various days of the week, but must be regularly maintained, i.e., not subject to change.
6. Schedules will not be approved which result in an employee exceeding 40 hours per week, or result in the mandatory payment of overtime, premiums or any additional compensation beyond the normal workweek. This does not preclude payment of normal overtime as approved in advance by department management.
7. Any time off during the scheduled hours requires prior approval from the employee's supervisor and will be charged to appropriate leave accounts.
8. Employees must notify their supervisor if they know that they will not be reporting to work within thirty (30) minutes of their scheduled arrival time. State and departmental policies regarding attendance will continue to apply.
9. An employee is expected to make accommodations in his or her schedule to meet agency operating needs, including but not limited to attendance at meetings during normal non-work hours. Management reserves the right to schedule employees to work certain hours should agency operating needs dictate. This is not intended to go beyond the rights outlined in the contract.
10. Employees found to be abusing the program or who have demonstrated attendance or other performance problems may be denied the right to an alternate work schedule and returned to a normal schedule which include the hours of 8:30 a.m. and 4:30 p.m. Supervisors will give one full bi-weekly pay period written notice. This will not preclude the department from taking appropriate disciplinary action.
11. In the event the management of DEP determines that this Alternate Work Schedule Program is not in the interest of the agency, it may exercise the unilateral right to replace such schedules with a standard workweek as outlined in the applicable contract.
12. All leave accruals and maximum accrual limitations will remain unchanged, based upon the standard workday. Leave time, including vacation, personal leave and sick leave will be taken on an hour for hour basis, i.e., eight hours will be charged for a full day of leave taken on an eight hour day.
13. An employee may revert to a standard workweek (schedules including the hours between 8:30 a.m. and 4:30 p.m.) by giving his or her supervisor one full bi-weekly pay period written notice. Once an employee elects to return to a standard work schedule, he or she may not apply for another alternate work schedule until the beginning of the next signup period. If the employee requests and the supervisor determines the operating needs of the unit can be met by the use of another schedule, such schedule may be allowed by mutual agreement in accordance with these guidelines.
14. Employees may elect to remain on a standard workweek. If the program is discontinued or an employee elects to opt out of the program, the employee will return to a standard work schedule.
15. Holidays will be paid on the basis of how many hours an employee in the bargaining unit would receive if working the standard workday, which is eight hours per day in the case of full-time NP-5 employees. Employees will be required to revert to a standard workweek to meet their required hours for the week unless prior supervisory approval has been granted, as follows. Supervisors may grant approval for an employee to revise their schedule during a work week in which a holiday falls, allowing employees to use vacation leave, personal leave or compensatory time to meet their scheduled workweek. When an employee is scheduled to work fewer hours on a holiday than he or she would be paid for a holiday, the supervisor may allow adjustments to hours worked on other days during the week to ensure the employee works the required number of hours during the week. Part-time employees may receive holiday pay when they are scheduled to work on a holiday for the hours they are scheduled to work up to a maximum of the standard work day. Treatment of schedules during holiday workweeks must be agreed upon at the beginning of the six-month period.
16. Employees who are scheduled to work prior to 8:30 a.m. and/or after 4:30 p.m. are expected to be available to provide services to clients and the public including the answering of telephones and providing information as requested.
17. The operating needs of the division, office or unit, as appropriate, shall be given first consideration when requests are being considered. If more requests for work schedules are received than can be accommodated, preference will be given on the basis of seniority as defined in the contract. In the event of a tie, the lower employee number will prevail. No preference should be given for special needs, as special needs are not defined in the NP-5 contract.
18. When a new employee begins work in a work section, he or she may be offered an alternate work schedule in accordance with the operational needs of the work unit and with the approval of the supervisor.
19. If an employee leaves the work unit, the supervisor will realign work schedules, if necessary, to ensure that the operating needs of the work unit and agency are met. Changes will be governed by agency needs, special needs and seniority, in that order, and based on the provisions of the applicable contract.
20. Disputes regarding the Alternate Work Schedule Program shall not be grievable or arbitrable.
21. The Alternate Work Schedule Program will be effective on the pay period that includes April 1, 2002.
22. All requests for an alternate work schedule must be submitted on an Alternate Work Schedule Request Form. This form must be completed by the employee and approved or disapproved by the employee's immediate supervisor, division director and bureau chief. All forms will be maintained within the appropriate bureau or division.

The following guidelines provide the framework for an alternate work schedule program for Engineering, Scientific and Technical (P-4) bargaining unit employees employed by the Department of Environmental Protection. It is the intent of the department to give employees appropriate maximum flexibility, within the constraints of accomplishing our mission and providing high quality services to the public.

General Conditions

1. All alternate work schedules are subject to agency operating needs and must be approved by the employee's supervisor and director. All alternate work schedules are subject to the conditions set forth in these guidelines.
2. This program will run for a one year period, starting with the pay period that includes July 1st to the pay period that includes June 30th. Employees may join the program by completing the required application and obtaining authorization from their supervisor and director at least two weeks prior to July 1st.
3. An employee must conform to the regularly scheduled hours as defined in the Engineering, Scientific and Technical Unit (P-4) Contract. For P-4 employees, the workweek is 35 hours per week. Full-time P-4 employees will be scheduled for a maximum of 70 hours in a bi-weekly period. Part-time employees must conform to the hours in their approved workweek and cannot work more than 34 hours in any workweek. Under no circumstances will a schedule be approved where an employee would be allowed to work in excess of 40 hours per week. A workweek is defined as 12:01 a.m. on Friday to 11:59 p.m. on the following Thursday.
4. The standard office hours for the department are between the hours of 8:30 a.m. and 4:30 p.m., Monday through Friday. Alternate work schedules may be requested between the hours of 7:00 a.m. and 6:00 p.m., Monday through Friday. Work hours may be scheduled in quarter hour increments and must include at least a one-half hour unpaid lunch period in the middle of each work day (between the hours of 11:00 a.m. and 2:00 p.m.) during which the employee works more than five hours. Lunch periods may be scheduled for a maximum of two hours.
5. An alternate schedule may include different working hours on various days of the week, but must be regularly maintained, i.e., not subject to change.
6. Schedules will not be approved which result in an employee exceeding 40 hours per week, or result in the mandatory payment of overtime, premiums or any additional compensation beyond the normal workweek. This does not preclude payment of normal overtime as approved in advance by department management.
7. Any time off during the scheduled hours requires prior approval from the employee's supervisor and will be charged to appropriate leave accounts.
8. Employees must notify their supervisor if they know that they will not be reporting to work within thirty (30) minutes of their scheduled arrival time. State and departmental policies regarding attendance will continue to apply.
9. An employee is expected to make accommodations in his or her schedule to meet agency operating needs, including but not limited to attendance at meetings during normal non-work hours. Management reserves the right to schedule employees to work certain hours should agency operating needs dictate. This is not intended to go beyond the rights outlined in the contract.
10. Employees found to be abusing the program or who have demonstrated attendance or other performance problems may be denied the right to an alternate work schedule and returned to a standard schedule which include the hours of 8:30 a.m. and 4:30 p.m. Supervisors will give one full bi-weekly pay period written notice. This will not preclude the department from taking appropriate disciplinary action.
11. In the event the management of DEP determines that this Alternate Work Schedule Program is not in the interest of the agency, it may exercise the unilateral right to replace such schedules with a standard workweek as outlined in the contract.
12. All leave accruals and maximum accrual limitations will remain unchanged, based upon the standard workday. Leave time, including vacation, personal leave and sick leave will be taken on an hour for hour basis, i.e., eight hours will be charged for a full day of leave taken on an eight hour day.
13. An employee may revert to a standard workweek (schedules including the hours between 8:30 a.m. and 4:30 p.m.) by giving his or her supervisor one full bi-weekly pay period written notice. If the employee requests and the supervisor determines the operating needs of the unit can be met by the use of another schedule, such schedule may be allowed by mutual agreement in accordance with these guidelines.
14. Employees may elect to remain on a standard workweek. If the program is discontinued or an employee elects to opt out of the program, the employee will return to a standard work schedule.
15. Holidays will be paid on the basis of how many hours an employee in the bargaining unit would receive if working the standard workday, which is seven hours per day in the case of full-time P-4 employees. Employees will be required to revert to a standard workweek to meet their required hours for the week unless prior supervisory approval has been granted, as follows.Supervisors may grant approval for an employee to revise their schedule during a work week in which a holiday falls, allowing employees to use vacation leave, personal leave or compensatory time to meet their scheduled workweek. When an employee is scheduled to work fewer hours on a holiday than he or she would be paid for a holiday, the supervisor may allow adjustments to hours worked on other days during the week to ensure the employee works the required number of hours during the week. Part-time employees may receive holiday pay when they are scheduled to work on a holiday for the hours they are scheduled to work up to a maximum of the standard work day. Treatment of schedules during holiday workweeks must be agreed upon in advance with the employee’s supervisor.
16. Employees who are scheduled to work prior to 8:30 a.m. and/or after 4:30 p.m. are expected to be available to provide services to clients and the public including the answering of telephones and providing information as requested.
17. The operating needs of the division, office or unit, as appropriate, shall be given first consideration when requests are being considered. If more requests for work schedules are received than can be accommodated, preference will be given on the basis of seniority as defined in the contract. In the event of a tie, the lower employee number will prevail. No preference should be given for special needs, as special needs are not defined in the P-4 contract.
18. When a new employee begins work in a work section, he or she may be offered an alternate work schedule in accordance with the operational needs of the work unit and with the approval of the supervisor.
19. If an employee leaves the work unit, the supervisor will realign work schedules, if necessary, to ensure that the operating needs of the work unit and agency are met. Changes will be governed by agency needs, special needs and seniority, in that order, and based on the provisions of the contract.
20. Disputes regarding the Alternate Work Schedule Program shall not be grievable or arbitrable.
21. All requests for an alternate work schedule must be submitted on an Alternate Work Schedule Request Form. This form must be completed by the employee and approved or disapproved by the employee's immediate supervisor and director. All forms will be maintained within the appropriate bureau or division.

The following guidelines provide the framework for an alternative work schedule program for employees in the A&R (P-5) bargaining unit who work thirty-five (35) or more hours per week in the Department of Environmental Protection. It is the intent of the department to give employees appropriate maximum flexibility, within the constraints of accomplishing our mission and providing high quality services to the public.

General Conditions

1. All alternative work schedules are subject to agency operating needs and must be approved by the employee's supervisor and division and bureau management. All alternative work schedules are voluntary and are subject to the conditions set forth in these guidelines. Employees may elect to remain on a standard workweek. If the program is discontinued or an employee elects to opt out of the program, the employee will return to a standard work schedule. Upon transfer or reassignment, alternative work schedules will be reviewed and may be realigned to ensure the operating needs of the work unit and agency are met.
2. This program will run in three (3) month increments beginning on the first day of the pay period, which includes October 1, January 1, April 1 and July 1. Employees may join the program by completing the required application and obtaining authorization from their supervisor and manager at least two weeks prior to the requested change in schedules.
3. An employee must conform to the regularly scheduled hours in a week as defined in the A&R (P-5) collective bargaining agreement. A workweek is defined as 12:01 a.m. on Friday to 11:59 p.m. on the following Thursday.
4. The standard office hours for the department are between the hours of 8:00 a.m. and 5:00 p.m., Monday through Friday. The “bandwidth of hours” or hours of agency operation during which alternative work schedules may apply are from 7:00 a.m. and 6:00 p.m., Monday through Friday. Employees may start work no earlier than 7:00 a.m. and may depart work no later than 6:00 p.m., and will be scheduled in quarter hour increments. Work schedules may not exceed ten (10) hours per day, or an eighty (80) hour, biweekly (pay period). For example, an employee could work five (5) days per week, ten (10) hours per day to equal fifty (50) hours per week, and in the next week work five (5) days, six (6) hours per day to equal thirty (30) hours per week.
5. All schedules must include at least a one-half hour unpaid lunch period in the middle of each workday during which the employee works more than five hours, and will be scheduled between the hours of 11:30 a.m. and 1:30 p.m. Lunch periods may be scheduled for a maximum of two hours, which will be scheduled from 11:30 a.m. to 1:30 p.m.
6. Pure flextime is defined as “unrestricted daily starting/quitting time, around a core hour structure”.
7. Employees who select an alternative schedule including a weekly variable starting/quitting time option are required to establish a standard schedule of five (5) eight-hour days.
8. 5/4 4/5 bi-weekly fixed schedules include five (5) eight-hour days and four (4) ten-hour days.
9. The core hours shall be from 9:30 a.m. to 11:30 a.m. and 1:30 p.m. to 3:30 p.m. These hours must be worked or charged to approved vacation leave, sick leave, personal leave or compensatory time.
10. Morning and afternoon breaks will be granted in accordance with the A&R (P-5) collective bargaining agreement. Breaks may not be taken at the start or end of the shift, or in conjunction with lunch periods.
11. Schedules will not be approved which result in the mandatory payment of overtime, premiums or any additional compensation beyond the eighty (80) hour biweekly pay period. This does not preclude payment of normal overtime as approved in advance by department management.
12. Employees must notify their supervisor if they know that they will not be reporting to work within thirty (30) minutes of their scheduled arrival time. State and departmental policies regarding attendance will continue to apply. If unable to work because of illness, an employee on a pure flex schedule shall contact his/her supervisor no later than 9:30 a.m. to report the absence.
13. Employees on pure flextime shall report to their immediate supervisor and/or other supervisor as designated by their division management the following information on a daily basis: the start of work, the departure from work, the start of lunch, and the return from lunch. The method used to record this information, such as contact through the agency e-mail system, work phone or written note or log shall be determined by division management. This information will be used to calculate the hours worked.
14. An employee is expected to make accommodations in his or her schedule to meet agency operating needs, including but not limited to attendance at meetings during hours of which are not normally worked. Management reserves the right to schedule employees to work certain hours should agency operating needs dictate. This is not intended to go beyond the rights outlined in the contract.
15. Employees found to be abusing the program or who have demonstrated attendance or other performance problems may be denied the right to an alternative work schedule and returned to a normal schedule including the hours of 8:30 a.m. and 4:30 p.m. This will not preclude the department from taking appropriate disciplinary action.
16. All leave accruals and maximum accrual limitations will remain unchanged. Leave time, including vacation, personal leave and sick leave will be taken on an hour for hour basis, i.e., eight hours will be charged for a full day of leave taken on an eight hour day. For those employees on pure flextime, an employee will be charged eight (8) hours of sick leave for a day’s absence, except when more/less hours are needed to account for forty (40) hours in the pay week.
17. In accordance with the contract, holiday pay cannot exceed eight (8) hours. Employees on an alternative schedule during a week when a holiday falls may supplement pay using accrued leave with supervisory approval. Employees on a 5/4 4/5 bi-weekly fixed schedule may change the day off during a holiday week, or may revert to a standard schedule that week and work five (5) eight-hour days, with supervisory approval.
18. The operating needs of the division, office or unit, as appropriate, shall be given first consideration when requests are being considered, or changes are made to schedules within the work unit. If more requests for work schedules are received than can be accommodated, preference will be given on the basis of special needs, such as medical requests and ADA accommodations. After special needs are considered preference will be given on the basis of seniority as defined in the contract. In the event of a tie, the lower employee number will prevail.
19. When bona fide childcare, elderly care, personal or family medical conditions, transportation or job related educational needs of an employee could not be met by the above alternative schedules, other arrangements may be made at the discretion of agency management and in conformance with the contract.
20. An employee may not request to change his or her work schedule more than once in any three-month period. However, at any time, an employee may revert to the standard work hours which include the hours of 8:30 a.m. and 4:30 p.m., by giving his/her supervisor one full bi-weekly pay period written notice. If the supervisor determines the operating needs of the unit can be met by the use of another schedule, such schedule may be allowed by mutual agreement in accordance with these guidelines.
21. Disputes regarding the Alternative Work Schedule Program shall not be grievable or arbitrable except as otherwise provided in the contract. However, DEP management will work with the union through the DEP Alternative Work Schedule Committee to discuss issues.
22. All requests for an alternative work schedule must be submitted on an Alternate Work Schedule Request Form (attachment). This form must be completed by the employee and approved or disapproved by the employee's immediate supervisor, division director and bureau chief.