What are the rules about my work schedule?

Your work schedule and hours are fundamental to your employment with Kern County. Understanding the rules about scheduling, timekeeping, and attendance helps you meet expectations and maintain good standing as an employee.

Regular full-time employees work 40 hours per week, typically divided into five 8-hour days. Some positions work alternative schedules such as four 10-hour days or rotating shifts. Your offer letter specifies your standard work schedule. Part-time employees work fewer than 40 hours per week on schedules agreed upon at the time of hire. Temporary employees work variable schedules based on department needs and project requirements.

Your supervisor assigns your daily schedule including start time, end time, lunch break, and any other breaks. Most employees receive one unpaid 30-minute lunch break and two paid 15-minute rest breaks during an 8-hour shift. Break times should be staggered to ensure adequate department coverage. Take breaks at the times designated by your supervisor unless you need to adjust for urgent work needs, in which case notify your supervisor immediately.

You must clock in and out for each shift through the county timekeeping system. Clock in no more than 7 minutes before your scheduled start time and clock out no more than 7 minutes after your scheduled end time. Arriving earlier or staying later without supervisor approval may not be compensated. Clock out for your lunch break and clock back in when you return. Failure to clock in or out results in missing time records and delays your paycheck until the issue is corrected.

Notify your supervisor immediately if you need schedule changes. Submit schedule change requests in writing at least two weeks in advance when possible. Your supervisor reviews requests based on business needs and staffing requirements. Approved schedule changes must be documented in the timekeeping system. Emergency schedule changes due to illness, family emergencies, or other urgent matters should be reported to your supervisor as soon as possible, ideally before your scheduled shift begins.

Unapproved absences or late arrivals require documentation and may result in disciplinary action. Call or email your supervisor before your shift start time if you will be absent or late. Provide an estimated return time or date. Submit any required documentation such as medical notes within three business days of your return. Excessive absences or tardiness, even with notification, may lead to performance counseling or termination.

Punctuality and attendance affect your performance evaluations and advancement opportunities. Consistent on-time arrival and full attendance demonstrate reliability and professionalism. Track your own attendance records to ensure accuracy. Report any discrepancies in your timesheet to your supervisor and HR immediately.

Flexible work arrangements may be available in some positions and departments. Options include telework, compressed workweeks, or flexible start and end times. Eligibility for flexible arrangements depends on your position duties, department needs, and performance history. Discuss flexible work options with your supervisor and HR. All flexible arrangements require written approval and regular evaluation to ensure they meet business needs.

Holiday schedules and office closures are announced in advance. The county observes specific holidays each year. Essential personnel may be required to work holidays and receive holiday pay or compensatory time off. Check with your supervisor about your department's holiday schedule and any required holiday work.

Time off requests for vacation, personal days, or other planned absences must be submitted through the leave management system. Submit requests at least two weeks in advance for absences of one or two days, and at least 30 days in advance for absences of three or more days. Your supervisor approves or denies requests based on staffing needs and departmental policies. Peak work periods may have blackout dates when time off requests are not approved.

Review the HR Policy Manual Section 5 for complete attendance and scheduling policies. The manual covers additional topics including shift differentials, on-call requirements, reporting absences during inclement weather, and attendance expectations during probationary periods. The manual is available on the employee intranet or from your HR representative.

Questions about your schedule, timekeeping requirements, or attendance policies should be directed to your supervisor first. If your supervisor cannot answer your question, contact your department HR representative at [contact info].