FLEX Schedules & Guidelines

Flexible Work at N.C. A&T

North Carolina A&T State University is committed to workplace excellence. We remain committed to advancing the human condition and facilitating economic growth in North Carolina and beyond by providing preeminent and diverse educational experiences while fostering work-life balance for our employees when possible. At A&T, we are committed to maintaining the personal and professional connections that support a transformative, innovative, and dynamic campus environment. The university’s Flexible and Remote Work Arrangement Policy enables units to manage their business needs while offering employees who work diligently to meet those needs some flexibility related to their work schedules, hours and locations to achieve the university’s mission.

Flexible work options can help us achieve many objectives: enhancing the student experience and employee work-life balance and well-being; supporting the recruitment and retention of top talent and environmental sustainability efforts; achieving greater administrative efficiency, improving employee productivity and performance, and supporting business continuity plan.


Summer Flex Hours Program Overview

At N.C. A&T, we’ve re-established the Summer Flex Hours Program, including the addition of Summer Half-Day Fridays, which provide flexible summer work options that are designed to meet the employee and/or business unit’s operational needs. This year’s initiative will run from June 3, 2024, to August 2, 2024, and is designed to offer flexible working hours to our employees while maintaining our operational efficiency. Although some department supervisors may have already planned a summer flex schedule, this initiative provides another viable option.

The Summer Flex Hours with Half-Day Fridays Program allows employees to request to adjust their work schedules during the summer months, providing an opportunity to balance work responsibilities with personal time more effectively. Employees may request to participate in a flexible work arrangement. Successful flexible work arrangements focus on the community and team needs and are characterized by frequent, effective communication and performance management. Participation in this program is voluntary and contingent upon the operational needs of each department. Please note that departments are not mandated to participate if it interferes with their essential functions.

This page provides information, resources, and tools on these flexible work opportunities. To ensure smooth and effective implementation, we have developed a comprehensive set of Frequently Asked Questions (FAQs), Employee & Supervisor Guidelines, and other resources

If you have additional questions regarding flexible work at N.C. A&T, please contact Human Resources at hr@ncat.edu



“Flexible work schedule” means an adjustment to an employee's regular work schedule in the scheduling of hours worked, such as alternative work schedules (e.g., flex time and compressed workweeks) and arrangements regarding shift and break schedules. Flex work hours is an arrangement between the employee and the supervisor that allows the employee to have the flexibility to choose their work hours within certain limits set by their employer. This approach allows employees to adjust their work schedules to better fit their personal needs while still meeting the requirements and expectations of their job. Flex work hours can include a variety of configurations, such as flexible start and end time, compressed workweeks, staggered hours, and remote work.  


University Policy 106, Flexible and Remote Work Arrangement allows supervisors to make reasonable efforts to facilitate flexible and remote work arrangements where practicable while meeting the University’s operational needs. The establishment of a flexible or remote work arrangement does not create a guarantee, right, or entitlement to flexible or remote work by any employee or groups of employees. If telework (remote work) is a part of the normal or summer work schedule, the employee and supervisor should review, complete, and sign the university’s Teleworking Agreement, which should be maintained in the department/unit office.  

The university will re-pilot an optional flex summer schedule, including half-day summer Fridays. For divisional units, this modified compressed summer schedule will begin Monday, June 3, 2024, through Friday, August 2, 2024 (9 weeks)Official summer flex campus office hours will be Monday - Thursday, 8:00 a.m. – 6:00 p.m., Friday 8:00 a.m. – 12:00 noonRegular campus office hours of Monday – Friday, 8:00 a.m. – 5:00 p.m. will resume on Monday, August 5, 2024. 

Both types of employees are eligible for flexible work arrangements, including temporary and permanent employees. Supervisors need to keep the U.S. Department of Labor’s Fair Labor Standards Act in mind when considering or implementing seasonal flexible work arrangements for non-exempt (hourly) employees since they are eligible for overtime if they work more than 40 hours in a workweek. 

No. We recognize that Fridays can be as busy as any other day during the year for some campus units. The summer flex schedule gives managers permission across the university to close early on Fridays if business and operational requirements allow. It also provides for academic units to work on a rotating compressed schedule. Units are encouraged to avoid scheduling meetings or activities on Friday afternoons during the summer, if possible. 

No. Offices are not required to participate in the summer flex schedule program. Supervisors must consider their unit’s operational needs to determine if they can implement the program. However, if offices are participating in the program, campus units must be open to the public during core summer business hours, Monday - Thursday 8:00 a.m. - 6:00 p.m. and Friday 8:00 a.m. – 12 noon. Employees may continue with their current work schedule, as long as these core hours are covered and supervision is provided after “closed hours”.  

No. All full-time employees must work a 40-hour week. The use of a flex schedule is not additional paid time off during the workweek. Rather, it is the opportunity to change your standard work schedule, if possible, during the workweek while still achieving 40 hours Working a flex schedule does not allow for additional paid time off and does not allow the employee to “save up” hours for another work week. 

If your office or work unit decides it cannot close on Friday afternoons, then the supervisor can consider an alternative flex schedule arrangement for the unit. Non-exempt (hourly paid) staff should not work additional time or overtime without expressed supervisor permission. Units are expected to clearly communicate their summer hours to the public using their webpage, email signature line, voicemail messages, and other means of communication.   

No. Having a standard summer schedule allows the campus community to know what to generally expected of others’ availability. This program's purpose is to have a well-established schedule of regular business operations for the campus where activity is generally understood to be quieter on Friday afternoons during the summer. 

Yes. For instance, if some employees wish to begin work Monday - Thursday at 7:30 a.m. instead of 8:00 a.m. and work until 5:00 p.m. instead of 5:30 p.m. that will be acceptable. Others may prefer to work until 6:00 p.m. The expectation is that offices will be open to the public from 8:00 a.m. until 6:00 p.m. Monday – Thursday. Participation in the Summer Flex Hours Program with Summer Half–Day Fridays requires full–time employees to work 9 hours Monday – Thursday and 4 hours Friday.  

While we desire to keep the campus's general summer flex hours consistent across campus, we recognize that each campus unit has different operational needs and service obligations. The Summer Flex Hours Program with Summer Half-Day Fridays is most successful when employees can commit to a 9-hour workday from Monday to Thursday and a 4-hour workday on Fridays. Fixed work schedules ensure consistency in the management of the program. Below is a sample of alternative potential workday schedules within the Summer Flex Hours Program with Summer Half-Day Fridays program.  

Start Time Length of Lunch Break End Time
7:30 am 1 hour 5:30 pm
8:00 am 1 hour 6:00 pm
7:30 am 30 minutes 5:00 pm
8:00 am 30 minutes 5:30 pm
8:30 am 30 minutes 6:00 pm

The decision to allow employees to adhere to their normal schedule is the decision of the departmental supervisor/manager.  As appropriate, supervision of hours worked must be managed during the implementation of any flexible work schedule, including this program. While employees may need different flexibility within the program, supervisors should determine their ability to manage various schedules to ensure productivity. Supervisors can consult with their leadership or Human Resources for support as needed.  Supervisors are expected to consider the operational needs of the units and the employees’ ability to commit to a flexible work schedule while remaining productive.  

Employees may request a flexible schedule by first engaging with their supervisor to discuss and submit a request. Supervisors are encouraged to be as flexible as possible in accommodating the work-life needs of employees, but the final decision to set and/or adjust flexible work arrangements is made by the supervisor (and the next higher-level supervisor, if needed), not by the individual employee. 

No. Employees may work a flexible schedule within the modified summer hours. Please refer to FAQ # 9. All full-time employees must work a 40-hour week. Regardless of the schedule, one main difference between FLSA non-exempt and FLSA exempt employees is that non-exempt employees are entitled to overtime pay at a rate of one and a half times their regular rate of pay for any hours worked over 40 in a workweek. Exempt employees are not eligible for overtime pay regardless of the number of hours worked over the standard 40-hour workweek. Supervisors are expected to manage employees' schedules 

There may be special circumstances, occasional events or official business activities during the summer months that require an office to be open later than noon on Friday.   Supervisors are able to make those decisions independently, on the basis of departmental operational needs. 

Yes. The summer modified schedule will allow for a lunch break. The lunch break may be of varying lengths depending on the employee’s work schedule While a 40-hour employee workweek is expected with an alternate or flexible work schedule, employees should speak with their supervisor to determine the length of lunch breaks. We recognize the importance and benefits of taking regular breaks and lunch periods. These key benefits include increased productivity, improved mental health, better physical health, enhanced creativity, and greater job satisfaction. While the North Carolina Wage and Hour Act does not mandate employers to provide rest breaks, an employee’s full-day work schedule should include a lunch break of at least 30 minutes. 

We will experience two (2) paid state holidays during the modified summer schedule, June 19 (Juneteenth) and July 4 (Independence Day).  These dates are granted in eight-hour periods as a state holiday. Employees working a summer flex schedule will record the paid state holiday as eight (8) hours of holiday pay and will need to make up the additional hours to equal a total of 40 hours by using accrued compensatory time, vacation or bonus leave, or working additional time in the week.  

 If you work a nine-hour schedule and a holiday falls on one of those days, you will take an hour of annual leave for that day or, with supervisor approval, you can adjust your work schedule for that workweek.

If an employee is participating in the summer flex schedule and requests a full 40 hours of leave, the employee may request the entire week as they normally would do. If they request less than 40 hours in the same week, we ask that the employee request leave for the hours they would have worked that day.   

 Example: If you are working 9 hours Monday through Thursday and you request a Tuesday off, you should request 9 hours, instead of 8 hours of compensatory, vacation, or sick leave. 

If you are a non-exempt employee who is required to complete a Time and Attendance Record, you must ensure that your modified summer work schedule is accurately reflected on your record. If you work 9 hours each day Monday-Thursday and 4 hours on Friday, this must be indicated on your record. 

Yes. Consistent with the policy, the university reserves the right to approve or deny any flexible work arrangement(s) and to modify or revoke such arrangements once approved. As we implement the Summer Flex Hours Program, it is important to understand the conditions under which a supervisor may deny an employee’s request to participate. While we strive to offer flexibility to our employees, operational needs must remain a priority.  

Denial of requests to participate in the summer flex program may include but are not limited to:  

  • A change in the business or coverage needs;  
  • An occurrence of valid negative feedback, from either internal or external customers;  
  • Deterioration in performance or attendance; 
  • Shortages in departmental staff;  
  • The flexible work arrangement becomes too disruptive to the rest of the work unit; and/or  
  • The employee is dissatisfied, or their needs have changed.  

Supervisors and staff are encouraged to review the “Employee and Supervisor Guidelines for Implementation” for additional best practices with implementing this program.  Supervisors are encouraged to consult with Employee Relations & EEO, if needed, before denying an employee’s request to participate in the program.

The employee and the employee’s new supervisor should discuss the situation and determine if the employee’s current flexible work arrangement option is appropriate for the new position and department. The employee would have to submit a new flexible work option request and have it approved by the new supervisor.  

North Carolina A&T is committed to promoting equity and fairness in the administration of this program and its policiesThis does not mean that all situations will be treated in precisely the same way, as the unique needs of a given department or unit may require differing approaches. 

Your first step is to talk with your supervisor. It is up to the two of you to work out the details. All efforts should be made between the supervisor and employee to reach an equitable resolution. If there are issues, contact Human Resources. For questions regarding Summer Flex Hours Program or other flexible work arrangement issues, please call 336-334-7862 or email hr@ncat.edu. Your inquiry will be directed to the appropriate HR team member for assistance  

The continuation of this program is contingent upon you.  First and foremost, the students are our priority.  If the flex schedule through a compressed work week cannot accommodate the university's needs, the program may be modified or ended.  

During the week of August 5–14, you will receive a brief survey about the program's success to help determine its continued success. 

The specific dates for implementation will vary each year depending on the academic calendar for your unit and when the students are away. 

For additional questions and/or clarification, please contact the Division of Human Resources at hr@ncat.edu.