IUPUI: Human Resources Policies

Staff covered by this policy	This policy applies to all appointed SM staff represented by AFSCME, Local 1477.
Basic work schedule	The basic full-time work schedule normally consists of 40 hours in each workweek.
Work schedules	Workweek The workweek for all campuses and departments begins at 12:00 a.m. on Sunday and ends at 12:00 midnight on Saturday. Working more than six days a week/12 hours a day Departments should not schedule staff members to work on a regular basis for more than six days of the week or more than 12 hours a day except in 24-hour, 7-day departments where extended schedules may be necessary. Administrative office hours Administrative office hours are 8:00 a.m. to 5:00 p.m., Monday through Friday, unless a department has established a different schedule. Compensation for work on a scheduled day off If an appointed staff member’s scheduled day off is changed, he or she receives compensation at time and one-half for hours worked that day. However, if the staff member receives notice of the change in scheduled days off at least five calendar days in advance, the employee is compensated at the regular rate.
Uniform change time	Some staff are required to wear uniforms but are not permitted to wear the uniforms to and from work. In these cases, staff are allowed ten minutes in a scheduled work period to change into and out of uniforms.
Rest periods	Departments and supervisors will make efforts to permit employees to take rest periods. Reasonable rest periods normally consist of a 15-minute break during each half-day of work. Supervisors can ensure the efficiency of a work unit by scheduling rest periods at staggered times. Supervisors may use discretion in scheduling additional breaks for staff who work in adverse conditions, for example, in extreme cold or noxious fumes. Staff may not skip a rest period to: Compensate for a late arrival to work . Compensate for an early departure from work. Accumulate time
Call back / call in	An appointed staff member who is called back, called in, or scheduled to work at his or her regular position outside the scheduled workday—and who must make an additional trip to and from work outside the normal workday—is compensated for a minimum of three hours at time and one-half. Effective 7/1/04 for a trial period of one year, police officers who are required to appear in court outside their scheduled workday will be compensated for a minimum of three hours at time and one-half.
On call or "stand by" pay*	Appointed, biweekly staff are eligible for on-call pay for designated on-call hours when they are required to be available (on stand by) to work on off-duty hours over and above their normal scheduled hours of work. During the designated on-call hours, employees assigned to on-call status are unrestricted in movements or location but must remain accessible by phone or pager and in a fit condition to work. On-call employees must be available when called to report to work within the time period established by the supervisor or be available to respond by telephone to answer questions or make decisions. Employees assigned to on-call status are paid $1.50 or $2.00 per hour (as determined by the department) for the designated on-call hours. If called in, on-call pay is discontinued during the hours the employee is called in. If called in or called back requiring an additional trip to and from work outside the normal workday, the employee will be compensated for a minimum of three hours at time and one-half plus any other applicable premiums. Employees assigned to on-call status who cannot be located, who do not respond in a timely manner, or who fail to report to work when called in will forfeit on-call pay and be subject to disciplinary action. *On call or standby pay does not normally apply to employees in Maintenance (except Building Automation and Key Shop) within Campus Facility Services.
Shift preference	Shift preference for job openings that have identical duties and responsibilities is given in order of occupational unit seniority. This practice does not apply to units that rotate shift assignments on a regular basis.
Shift differential	Shift differential is paid for hours worked between 3:00 p.m. and 8:00 a.m. provided a minimum of four consecutive hours is worked during the designated shift differential period. Shift differential is not paid if the scheduled shift is less than four hours. A staff member who is scheduled, called back, or called in to work outside the normal daily work schedule (and requires an additional trip to and from work outside the normal workday) is eligible for shift differential for time worked between 3:00 p.m. and 8:00 a.m. regardless of the length of time worked. An employee who is absent and charges time to accumulated paid-time-off benefits, will be paid shift differential if it would have been paid for the time worked. Shift differential is not paid on paid-time-off benefits received as terminal pay. Shift differential applies to appointed and hourly biweekly staff. Shift differential is factored into the calculation of overtime for employees who work overtime during the designated shift differential hours. Total earnings (including shift differential) are divided by total hours in pay status to determine the hourly rate for overtime. Effective July 1, 1992 the shift differential rate is $.50 per hour.
Sunday premium	Time worked between 12:00 a.m. Sunday and 12:00 a.m. Monday is paid at a rate of pay equal to one and one-quarter the hourly rate. This provision also applies to hourly employees.
Campus coverage differential	Employees assigned to campus coverage within Campus Facility Services will receive an additional $1.25 per hour for hours worked between 3:00 p.m. Friday and 8:00 a.m. Monday and for hours worked between 3:00 p.m. and 8:00 a.m. Monday through Thursday. An employee who is absent and charges time to accumulated paid-time-off benefits, will be paid the campus coverage differential if it would have been paid for the time worked. Campus coverage differential is not paid on paid-time-off benefits received as terminal pay. Campus coverage differential is factored into the calculation of overtime for employees who work overtime during the designated campus coverage differential hours. Total earnings (including campus coverage differential) are divided by total hours in pay status to determine the hourly rate for overtime.
	Numerical Index Revised February 2005 Employee Relations 274-8931