Is there any legislation or regulations that prohibit employees from working outside “standard hours” – however they are defined?
Under 5 U.S.C. 6101 and 5 CFR 610.111 and 610.121, agency heads (or their designated representatives) are required to establish work schedules in advance for full-time employees. The legislative history of the law establishing alternative work schedules indicates that the work scheduling requirements in 5 U.S.C. 6101 apply only to the extent that they are compatible with the authority to establish flexible and compressed work schedules. The Office of Personnel Management shows great deference to an agency’s determination that its operations would be seriously handicapped or that its costs would be substantially increased if employees are scheduled to work only on Monday through Friday. In addition, 5 U.S.C. 6101 states that the basic 40-hour workweek must be scheduled on Monday through Friday “when possible.” The requirements in 5 U.S.C. 6101 should not be viewed as an impediment to establishing alternative work schedules to accomplish agency work requirements. Employees who work under
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