An employee who is not a member of the senior executive service may request a period of compensation instead of paying for irregular or occasional overtime or regularly scheduled overtime. (see 5 U.S.C. 6123 (a) (1).) The new program applies to all DND civilian staff and allows, where possible, managers – including civilian military managers – to allow civilian employees to change the following things: The final flexible work plan is credit hour, where employees receive credits for hours of work that are performed beyond their basic plans. Over a two-week period, a person can earn up to 24 hours of credit. The employee can then use these credit hours to reduce the lengths of other work days. Unlike flexitour or gliding, this program is not applicable to military members. The night difference is not only paid because a dominant employee chooses the working time or chooses an arrival or departure time at an hour of the day if the night difference is otherwise allowed, except that the employees of the current rate are entitled to a night difference for regularly scheduled non-hours if much of the hours of an FWS plan for a daily mission takes place during a daily mission. At night. (see 5 U.S.C 5343 (f) and 6123 (c) (2).) Overtime work means all hours of work of more than 8 hours per day or 40 hours per week, which are officially ordered in advance. However, it is not always easy to set up flexible schedules for civilian or military organizations. For example, there are aspects of military service that do not promote flexibility in working conditions. It is difficult to implement flexible working conditions in intervention units where training is frequent.
Leaders must be available to their staff and be present at meetings with their commanders. However, some staff positions, such as the . B, who are not employed in operational units, can benefit from flexible working conditions. Military leaders must be prepared to try flexible working conditions to see what works well and what should be rejected. When a staff member covered by an FWS program is assigned to a temporary service using another schedule – either traditional or AWS-the Agency – it may allow the employee to continue to use (if applicable) the schedule used at his permanent workstation, or to invite the employee to change the schedule to match the operations at the temporary workplace. Because CWS schedules are fixed hours, employees should not be required to postpone their regular scheduled days off, only to avoid paying vacation pay or to reduce the number of hours of leave included in the basic work obligation.