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normal Alternative Work Schedule approval process.

8. Effect on Benefits and Status

The effect of participation in the VRWS program on benefits and status is
outlined in Appendix A.

9. Effect on Overtime Payment for Overtime Eligible Employees
Scheduled absences charged to VR credits, unlike absences charged to

leave credits, are not the equivalent of time worked for purposes of
determining eligibility for overtime payments at premium rates within a

workweek. For example, an employee who, under an 80 percent VRWS
schedule, works four days, charges the fifth day to VR credits, and is called

in to work a sixth day, will not be considered to have worked the fifth day
and thus will not be entitled to premium rate payments on the sixth day.

Similarly, VR credits earned, banked and charged after the payroll period
in which they are earned are not counted in determining eligibility for

overtime in the workweek in which they are charged. However, employees
who work full time at reduced salary and bank VR credits who, as the result

of working and charging leave accruals other than VR credits, exceed their
normal 37.5 or 40-hour workweek continue to be eligible for overtime

compensatory time and paid overtime in that workweek as appropriate.
Sections 135.2(h) and (i) of Part 135 of the Budget Director’s Overtime

Rules are waived to the extent necessary to permit payment of overtime
compensation to overtime-eligible employees who are participating in this

program.
10. Discontinuation or Suspension of VRWS Agreements

Although VRWS agreements are for stated periods of time, they can be

discontinued by mutual agreement at the end of any payroll period. VR
agreements may be discontinued, at management discretion, when an
employee is promoted, transferred or reassigned within an agency, facility

or institution, although VR credits must be carried forward on the

employee’s time record.
VR agreements may also be discontinued when an employee moves

between agencies or between facilities or institutions within an agency. (See
Provisions for Payment of Banked (Unused) VR Time in Exceptional Cases

below.)
Employees who go on sick leave at half pay for 28 consecutive calendar

days, who receive leave donation credits for 28 consecutive calendar days
or who are absent because of a work-related injury or illness for 28

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