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Alternate Work Schedules

Alternate work schedules allow employees the flexibility to adjust their work schedule. With departmental approval, employees may reduce their working hours to better align with personal or professional needs. Participants can choose between an Alternate Pay Plan or a Timebase Reduction.

Employees interested in participating are encouraged to speak with their manager before submitting a request. Approval will depend on the ability to support operations effectively. 

Resources

 

Voluntary Work Schedule Adjustments for FY 25/26

While this is being implemented as a cost savings measure for this fiscal year (July 1, 2025 – June 30, 2026) as a result of the suggestions from the World Café on budget reductions, these options are not new, have been available to staff employees, and are consistent with the bargaining agreements.  

All staff and MPPs are eligible to apply. Approval is at the discretion of the supervisory MPP. MPP review guidelines may be found in the FAQ's below.

 Action

Dates 

Employee Request Period 

7/21/25 - 8/1/25 

MPP Consideration Period & Employee Notification Period

8/4/25 - 8/22/25 

 

 Schedule Effective Dates

Dates

Alternate Pay Plan

Requires further consultation with Payroll Services

Timebase Reduction 

9/1/25 - 6/30/26 

 

 

Alternate Pay Plan

Options

10/12 Plan Examples Salary Reduction
Employee works 10 months per year and distributes their 1.0 FTE salary evenly over 12 months
  • Work July - November (5 months), off in December; Work Jan - May (5 months), off in June
  • Work August - May, off the following June & July
 17%
11/12 Plan Examples Salary Reduction

Employee works 11 months per year and distributes their 1.0 FTE salary evenly over 12 months
  • Work July - May, off in June
  • Work August - June, off in July
 9%

Impact

Health Benefits None (remain at 1.0 FTE)
Vacation None (remain at 1.0 FTE)
Sick Leave None (remain at 1.0 FTE)
Holiday Pay None (remain at 1.0 FTE)
CalPERS Service Credit None (remain at 1.0 FTE)

Timebase Reduction 

Options

Hours per day Hours/week FTE Salary Reduction
6 hours day 30 hours/week 0.75 25%
4 hours day 20 hours/week 0.50 50%
Days per week Hours/week FTE Salary Reduction
4 days/week 32 hours/week 0.80 20%
3 days/week 24 hours/week 0.60 40%

Impact

Health Benefits None (if employee stays at/above 0.50 FTE)
Vacation Prorated
Sick Leave Prorated
Holiday Pay Prorated
CalPERS Service Credit Prorated*

*note: you would need to work a minimum of 35 hrs/week to earn a full service credit

FAQs

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  • Eligibility

    Alternate Pay Plan Requests are open to APC, CSUEU, Confidentials and MPP employees. Teamsters and UAPD employees are not eligible for alternate pay plans. 

    Timebase Reduction Requests are available to all staff and MPPs (APC, CSUEU, UPAD, Teamsters, Confidentials and MPPs).

  • MPP Guidelines for Review
    1. Allowing the schedule modification cannot result in additional payment to other employees to perform additional duties.  
    2. Consider the employee’s job duties and the impact on operations if the performance of the duties is decreased based on the requested schedule.  
    3. Specific duties may be prioritized to ensure continuity of operations. 
    4. Duties may be reassigned to accommodate changes in work schedule. Please consult with the HR Classification and Compensation team at classandcompservices@csusm.edu. 
  • Length of Participation
    Participants will be required to commit to a one-year voluntary reduction in their timebase, with the option to return to their previous schedule after the one-year period. This is not a permanent change, but a temporary adjustment to meet personal or professional needs.
  • What happens if I end my 10/12 or 11/12 pay plan early?
    If you end your 10/12 or 11/12 pay plan before the cycle ends, your pay will be reviewed and reconciled. Since these plans are reconciled during the non-work months and after the cycle, ending early may result in an overpayment. Any overpaid amount must be repaid to the university.
  • Holidays

    If an employee works an alternate or compressed work schedule and the holiday is observed on a non-work day, the employee is entitled an Alternate Day off (ADO) or Holiday Credit (HC).  Instructions on how to report an ADO.

    ADO or HC Expiration Period
    Collective Bargaining Agreement Holiday Expiration Period
    C99-Confidential Alternate Day Off (ADO) 90 days
    Units 2,5,7 and 9-CSUEU Alternate Day Off (ADO) 180 days
    Unit 4-APC Alternate Day Off (ADO) 90 days
    Unit 6-SETC Alternate Day Off (ADO) 90 days
    Unit 8-SUPA Holiday Credit (HC) 365 days
  • Resources