Scheduled Hours, Leave and Workweek Classification

The employee requests time off through the timekeeping system with as much advance notice as is possible and follows their Departmental Time Off Procedures. All personal time away must be approved by your manager according to the Attendance Policy (MD Anderson Institutional Policy #ADM2089) and Departmental Time Off Procedures. Obtaining leave with pay under false pretenses, or other abuses of any paid leave privilege, may result in disciplinary action up to and including termination of employment.

Scheduled Hours, Leave and Workweek Classification

Department leadership has the authority to adjust an employee’s work schedule as long as the standard hours of the employee are met.¹ Read about examples and tips for coding time for standard and flexible schedules. 

Four Hour Rule

Time off during the workday of less than 4 hours is not deducted from employees' accrual banks when they meet all of the criteria below:

• Work in an exempt position;
• Are employed full-time;
• Absence isn’t related to a pending or approved intermittent FMLA case;
• Receive approval from their manager prior to using it.

Divisions or departments:

• May not use accrued time for absences less than 4 hours for employees;
• Have the authority to determine if accruals must be used for partial day absences of 4 or more hours and 
• Have the authority to establish and revise standards of practice for their departments related to this time off. These rules must be consistently applied within the same area.
  

The Four Hour Rule is for occasional use. Managers can ask why the time off is needed and can deny the request based on business needs. Follow your department's normal time off procedure when requesting time off using the Four Hour Rule.

Using the Four Hour Rule

• Employees in both remote or in-campus positions can use the 4 Four Hour Rule.
• Employees, including those who are overtime eligible, cannot make up unworked time or have time entered to bring them to their standard hours.
• Those classified as FLSA status 'S' or 'T' must physically work greater than 40 or 80 hours (depending on their job title) to be eligible for overtime.

Source:

¹MD Anderson Legal Services Legal Opinion