King County, Washington, offers eligible employees the option to request an alternative work schedule (AWS), which includes compressed work weeks, flexible hours, and telecommuting arrangements. The program is governed by county policy and collective bargaining agreements, so the exact rules vary by job classification and department.
Background and Purpose of the Program
King County introduced alternative work schedules as part of a broader effort to support work-life balance, reduce traffic congestion, and improve employee retention. The county recognizes that a one-size-fits-all 8-to-5 schedule does not suit every role or every employee. AWS options have been available for decades, but they gained renewed attention after the COVID-19 pandemic normalized remote and hybrid work.
The county’s official policy states that AWS is a privilege, not a right. Departments are not required to approve every request, and managers must balance operational needs with employee preferences. The program is designed to be mutually beneficial: employees gain flexibility, while the county benefits from increased productivity and reduced absenteeism.
Types of Alternative Work Schedules
King County recognizes several distinct AWS models. The most common are:
- Compressed work week: Working the same total number of hours in fewer days. A typical example is four 10-hour days (4/10) or a 9/80 schedule where an employee works 80 hours over nine days and gets one day off every two weeks.
- Flexible hours: Varying start and end times within a defined band. For example, an employee might work 7:00 a.m. to 3:30 p.m. instead of 8:00 a.m. to 4:30 p.m., as long as core hours are covered.
- Telecommuting: Working from home or a remote location for part or all of the workweek. This is often combined with a compressed schedule.
- Job sharing: Two part-time employees split the duties of one full-time position.
Not every department offers every option. For instance, positions that require in-person presence, like certain public safety or facility maintenance roles, may not be eligible for telecommuting.
How to Request an Alternative Work Schedule
The process for requesting an AWS in King County follows a standard workflow, though specific steps can vary by department. Here is the typical sequence:
- Review your collective bargaining agreement (CBA) or employee handbook. Union-represented employees must follow the provisions in their specific contract, which may outline eligibility and approval criteria.
- Prepare a written proposal. Include the proposed schedule, how it will affect your job duties, and how you will maintain communication with your team and supervisor.
- Submit the request to your supervisor. Most departments require a formal form or email. Some use an online portal.
- Discuss with your supervisor. Be ready to address concerns about coverage, overtime, and performance measurement.
- Receive a decision in writing. If approved, the schedule is typically set for a trial period (often 3–6 months) before becoming permanent.
If your request is denied, you may be able to appeal through your department’s HR office or your union representative, depending on your classification.
Choosing the Right Schedule for Your Role
Selecting an AWS that works for both you and your employer requires careful thought. Consider the following factors:
- Job duties: Do you need to interact with the public at specific times? Are there deadlines that require you to be online at certain hours?
- Team coordination: If your team has meetings or collaborative work, you need to ensure your schedule overlaps with theirs.
- Commute and childcare: A compressed week can reduce commuting costs, but a 10-hour day may require longer childcare hours.
- Overtime rules: Non-exempt employees must track hours carefully to avoid unintended overtime. For example, working a 9/80 schedule may still be subject to daily overtime rules if you exceed 8 hours on a workday, depending on your CBA.
It is wise to start with a trial period. Many employees find that a 4/10 schedule is exhausting at first, but they adapt within a month. Others discover that flexible hours are more sustainable than a compressed week.
Common Problems and How to Address Them
Even with a well-designed AWS, issues can arise. The most frequent challenges include:
- Communication gaps: When team members work different hours, messages may go unanswered for hours. Mitigate this by setting clear response-time expectations and using shared calendars.
- Workload imbalance: A compressed schedule can lead to burnout if the same amount of work is squeezed into fewer days. Review your workload regularly and adjust tasks or deadlines.
- Coverage gaps: If you are the only person with a certain skill set, your day off may leave the team short-handed. Cross-train colleagues or schedule your day off on a low-demand day.
- Perception of favoritism: If some employees get AWS and others do not, resentment can build. Managers should have transparent criteria for approval.
If you encounter problems, document them and bring them to your supervisor early. The county encourages open communication to resolve issues before they escalate.
Comparison with Other Local Governments
King County’s AWS program is similar to those in other large counties in Washington and across the country. For example, Snohomish County and Pierce County also offer compressed work weeks and telecommuting, but the specifics differ. King County is often seen as more progressive because it has a formal policy that covers many classifications, whereas some smaller jurisdictions handle AWS on a case-by-case basis with no written policy.
One notable difference is that King County’s AWS is frequently tied to its Climate Action Plan, which encourages reduced vehicle miles traveled. Telecommuting and compressed schedules directly reduce commuting, so the county may be more willing to approve AWS for roles that are otherwise office-based.
Costs and Benefits to the County and Employees
Implementing AWS has both tangible and intangible costs. The county must invest in technology for remote work, such as laptops, VPN access, and collaboration software. There may also be costs for ergonomic home office equipment. However, these costs are often offset by reduced office space needs and lower utility bills.
For employees, the benefits are clear: less commuting time, lower transportation costs, and greater flexibility for family obligations. The costs are less obvious but real. A 10-hour workday can be physically and mentally taxing, and working from home can blur the boundaries between work and personal life. Employees often report that they save money on gas but spend more on home utilities.
Safety and Legal Considerations
Safety is a critical component of any AWS. For telecommuting, the county requires employees to have a safe and ergonomic home workspace. The county may provide a checklist or require a self-certification that your home office meets basic safety standards. If you are injured while working at home, workers’ compensation may still apply, but you must be performing work duties at the time of the injury.
For compressed schedules, the main legal concern is compliance with the Fair Labor Standards Act (FLSA). Non-exempt employees must not work more than 40 hours per week without overtime pay, unless the schedule is properly structured as a compressed work week under a collective bargaining agreement. King County’s HR department provides training to supervisors to ensure compliance.
If you have specific questions about your situation, consult your HR representative or a qualified professional. Do not rely solely on this article for legal or tax advice.
Template for an AWS Request
Alternative Work Schedule Request Form
| Employee Name: | _________________________ |
| Department: | _________________________ |
| Job Title: | _________________________ |
| Date of Request: | _________________________ |
| Proposed Start Date: | _________________________ |
| Type of AWS (check one): | ☐ Compressed ☐ Flexible ☐ Telecommute ☐ Job Share |
| Proposed Schedule (e.g., Mon–Thu 7:00–5:30): | _________________________ |
| How will job duties be covered during your absence? | _________________________ |
| How will you communicate with your team? | _________________________ |
| Supervisor Approval (signature): | _________________________ |
| Date: | _________________________ |
Sample (fictional): Employee Name: Jane Doe; Department: Public Health; Proposed Schedule: Mon–Thu 7:00–5:30; Type: Compressed. Jane will be off on Fridays and will use email and Microsoft Teams for communication.
Frequently Asked Questions
Can I change my AWS after it is approved?
Yes, you can request a change, but it is not automatic. You should submit a new request to your supervisor, explaining why the current schedule is not working. The county encourages flexibility, but changes are subject to the same approval process as the original request.
Does King County pay for my home internet if I telecommute?
Generally, no. The county provides equipment like a laptop and possibly a stipend for office supplies, but home internet is considered a personal expense. Some departments may offer a small monthly stipend, but this is not universal. Check your department’s policy or your CBA.
What happens if I work more than 8 hours on a compressed day?
For non-exempt employees, hours worked over 8 in a day may trigger overtime, depending on your CBA and FLSA rules. Some compressed schedules are designed to avoid daily overtime by averaging hours over the pay period. Review your specific agreement or ask HR.
Can I telecommute from outside Washington state?
This is rarely allowed. Out-of-state telecommuting raises tax, workers’ compensation, and data security issues. King County typically requires telecommuting to occur within Washington state, and even then, only within a reasonable distance from the office. Contact HR for a definitive answer.
Is AWS available to part-time employees?
Yes, but it is less common. Part-time employees may request flexible hours or telecommuting, but compressed schedules are usually designed for full-time workers. Job sharing is a form of AWS that specifically applies to part-time employees.
What if my supervisor denies my request?
You can ask for the reason in writing and discuss alternatives. If you are in a union, your representative can help you file a grievance. Non-union employees can appeal to the department’s HR manager. The county does not have a single county-wide appeal process, so follow your department’s procedure.