Terms are defined in the Definitions section. Readers who are not familiar with the terminology of alternative working hours will find it useful to review these definitions. There is no authority to establish hybrid work plans that are selectively leased by the Flexible Work Plan Authority and the Compressed Work Plan Authority in order to develop a hybrid work program that provides unauthorized benefits to employees or agencies. See Comptroller General Report B-179810 of 4 December 1979 and 50 FLRA No. 28 of 23 February 1995. It should be noted, however, that some forms of flexible working time (e.g. B maxiflex) allow work to be compressed in less than 10 working days in a two-month period. Information on labour relations when defining and ending alternative working hours can be found in the Labor-Management Relations Guidance Bulletin, “Negotiating Flexible and Compressed Work Schedules”, July 1995, OLRWP-12, which can be downloaded by OPM ONLINE, (202) 606-4800. Since CWS schedules are fixed schedules, employees should not be required to carry forward their regularly scheduled days off for the sole purpose of avoiding the payment of leave bonuses or reducing the number of hours of leave included in the basic work requirement. See 5 U.S.C. 6101 (a) (3) (E). In accordance with U.S.
5.C 6121(5), a compressed work plan means that an employee`s basic work requirement for each salary period (by the Agency) is for less than 10 business days. See the definition and requirements for work regularly provided for in 5 CFR 610.102 and 5 CFR 610.111 (d). When a staff member covered by an FWS program is assigned to a temporary service according to another schedule – traditional or AWS – the Agency may allow the employee to continue to use the schedule used at their permanent workplace (if appropriate) or to ask staff to modify the schedule to match the procedures of the temporary job. . . .