Section VII: Work Rules / Calendar

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7.01 Work Schedules

Human Resources

Release Date: 04/02/01
Revised Date: 09/12/23

The purpose of this policy is to define the standard work week and work schedules for non-instructional employees. Employees covered by Collective Bargaining Agreements should refer to the appropriate articles in their contracts. 

  1. Work Week - For the purpose of pay computation, and benefits accrual, the College's work week begins at 12 a.m. midnight Saturday and ends at 11:59 a.m. Friday. Normal business hours of the College are 8:00 a.m. to 5:00 p.m. Monday through Friday. Hours may vary between departments to accommodate operational needs and customer service.  Employees are expected to observe the hours set within their departments. 
  2. Full-time Work Schedules 
    1. The normal weekly work schedule for non-instructional employees is 40 hours per week. Refer to Employee Handbook Section 7.06 Flexible Work Policy for flexible work strategies. It is the responsibility of the supervisor to establish work schedules to meet the operating needs of the department, advise employees of the daily and weekly work schedules of their positions when hired, and communicate changes in working hours as far in advance as possible. 
    2. It is recognized that circumstances may arise in which an employee is required to work overtime with little or no advance notice. The College aims to ensure equitable and appropriate compensation for employees working unscheduled overtime.
    3. CNM adheres to the Fair Labor Standards Act which requires that non-exempt hourly employees receive time and a half pay for all hours worked over 40 within one work week.
  3.  Part-time Work Schedules - Regular part-time positions require non-instructional employees to work less than a 40-hour week. 
  4. Flexible Work Schedules - See Employee Handbook Section 7.06 Flexible Work Policy. This policy gives guidance on flexible work practices.
  5. Shift Work - Some positions require employees to work a schedule other than the traditional work schedule.  The starting times, meal breaks, and stopping times are adjusted to meet operational needs.   Shift differential work is premium pay intended to compensate a non-exempt employee for working less desirable hours. Refer to The Source IS-2046: Overtime and Other Paid Time for more information.
  6. Meal Breaks and Work Breaks
    1. CNM encourages all employees to take breaks to maintain optimal health and overall job satisfaction. 
    2. Each workday of eight or more hours should include a one-hour unpaid meal break, with supervisors determining the scheduling of meal breaks to meet operational needs. Non-exempt employees will be paid for the meal break when a supervisor requires the employee to be on duty.
    3. Work breaks are considered time worked and are provided by CNM to the employee.  Work breaks should be taken approximately in the middle of each four-hour period and shall not exceed fifteen minutes. Work breaks may only be taken in accordance with the procedures of the employee's division. 
  7. Flex Time for non-exempt employees must be arranged in advance, requires supervisor approval, and must be taken within the same work week.   

7.02 Attendance

Revised: 09/10/24

Consistent and timely attendance is essential for all employees to ensure operational efficiency and uphold CNM’s commitment to service excellence. Excessive absenteeism and tardiness can disrupt the College’s ability to deliver services effectively and may result in disciplinary action, up to and including termination. Employees are expected to adhere to designated work schedules. Refer to sections 7.01 Work Schedules and 7.06 Flexible Work.

Employees must notify their supervisor if they will be absent, late, or leaving early from a scheduled shift, and should do so in advance whenever possible. It is important to follow the department’s call-in procedures, if any, to notify supervisors of an absence. Notifying a supervisor does not excuse absences or tardiness; it simply informs them that schedule changes may be necessary. Failure to report an absence for three consecutive days is considered job abandonment. For further guidance please refer to section 8.19 Absence Without Leave.

7.03 Calendar

Review Date: 06/12/24

A school calendar is adopted by the Governing Board each year after drafts have been circulated by the administration to employees and an opportunity has been provided to receive suggestions for revisions.

7.04 Modified Schedule

Revised: 11/12/24

The College may announce a special schedule due to weather conditions, emergency situations or other special circumstances. When this occurs, information about the modified schedule will be communicated through the College’s texting and email alert system, the news media, CNM’s information telephone line (505) 224-4SNO, social media, and on the CNM website.

  1. When an abbreviated schedule is announced in the early morning, CNM opens and classes begin at l0 a.m. with the schedule continuing as if it were a regular day.
    1. Instructional personnel are expected to arrive in time to perform their assigned duties. Other personnel whose workday begins before 10 a.m. are expected to arrive no later than 10 a.m. Personnel whose workday begins at l0 a.m. or later will report at the regularly scheduled time.
    2. If an employee is unable to report to work within the expected time, annual leave, personal leave or leave without pay will be used.
  2. In rare instances, extremely inclement weather or other emergencies may cause the entire College, or a portion thereof, to close for one or more days.
  3. When an abbreviated day or closure is in effect, personnel whose positions involve essential services as designated by the respective vice president or designee shall report to work at the regularly scheduled time or as soon thereafter as possible. Essential employees will be compensated at 1.5 times their regular rate for hours worked when the College is closed.
  4. When an emergency requires a modified schedule for a portion of the College, affected employees are placed in alternative work settings whenever possible for the duration of the emergency.
  5. Employees whose offices, buildings, or campuses are not affected by a closure must maintain their regular work schedules. Remote work should continue as usual for remote workers and those able to work remotely.
  6. Full-time employees and part-time instructors are paid their regular wages when the College is closed. All other part-time employees are paid their regular wages for scheduled hours during the closure. However, work-study employees are only paid for hours actually worked.
  7. Approved leave of any kind that is effective during a modified schedule will not be adjusted.

7.05 Election Days

The College follows state law in allowing employees release time to vote on election days. The employee shall make scheduling arrangements with his or her supervisor.

7.06 Flexible Work Policy

Effective Date: 2/14/2023

CNM is committed to supporting employees in work-life balance which leads to higher employee efficiency, productivity, and retention. The purpose of this policy is to maintain a progressive and productive flexible work environment. CNM will continue to focus on the educational and service needs of our students by offering a flexible hybrid model of in-person and virtual instruction & services. The College will prioritize diversity, equity, and inclusion efforts for students, faculty, staff, and community members.

The Flexible Work Policy ensures that both the employee and supervisor have a shared understanding of the work plan. Supervisors must approve the Flexible Work Plan for individual employees and communicate arrangements with Human Resources.

  1. Type of Flexible Work Strategies

       Employees may request one work strategy or a combination thereof:

    1. Flextime: Permits flexibility in starting and ending times without changing the total hours worked in a work week. 
    2. Compressed Workweek: A full-time schedule compressed into less than the traditional five-day work week.
    3. Remote work: Allows employees to work all of their work hours from a location other than a CNM campus. Supervisors, reference section C (3) below when considering this option.
    4. Hybrid: Employees work part of the standard work week at a location other than on campus. This group includes people who must be on campus either regularly or periodically but who can perform some portion of their work remotely. Supervisors, reference section C (3) below when considering this option.

      When clearly outlined and executed, flexible work plans can prove beneficial to employees and supervisors. Supervisors should clearly articulate procedures for check-in times and hours of availability. Well-planned work arrangements should mitigate communications problems. This policy provides guidance for supervisors, employees, and departments to determine whether flexible work strategies may be used to provide education, training, and services to students, colleagues, and our community partners and how such strategies are structured.

  2. Eligibility
    1. Employees are eligible to request a flexible work plan, however, not all positions lend themselves to flexible work.
    2. A flexible work plan must meet the needs of the department, colleagues relying on services provided, and the department employee. Departments should be consistent in the decision-making process when creating and administering flexible work plans.
    3. Employees within their probation period or in corrective action may not be eligible for a flexible work plan.
  3. Documenting the Flexible Work Plan
    1. The goal of a flexible work plan is to ensure that both the employee and supervisor have a shared understanding of the agreement and how the individual work plan aligns with the department’s service expectations. Supervisors must approve the Flexible Work Plan for individual employees and communicate such arrangements with Human Resources.
    2. Supervisors should maintain a copy of the agreement in departmental records and send a copy to Human Resources at [email protected]. The contents of the agreement should include: 
      1. A work schedule that specifies hybrid/remote work days, location, and hours.
      2. Department service level agreement requirements (if applicable).
      3. Required methods of communication specific to hybrid/remote work (e.g. Zoom, phone).
      4. The duration of the flexible work arrangement.
      5. Responsibility for equipment used offsite.
      6. Any circumstances requiring on-site attendance.
      7. Relevant policy acknowledgments of responsibility.
    3. It is critical for all departments and work units to maintain service level expectations with the college community, which includes a daily on-campus presence. For this reason, supervisors and employees should strive to limit an employee’s off-site work to no more than two full work days per week. Exceptions must be approved by the appropriate Executive Team member.
    4. The Flexible Work Plan and Agreement Form is available for supervisors and employees.
  4. College Property and Data Security
    Reasonable steps must be taken to ensure that College property is used in compliance with IS-1002 Information Technology Use Administrative Directive. This includes complying with all software licensing agreements. The security and confidentiality of College records must also be maintained. Sensitive data should not be placed on a personal computer or device, but instead should be accessed via secure remote access technology.
  5. Equipment Insurance
    College equipment and resources located at an alternate worksite are not automatically insured. Remote work employees may be required to sign a form acknowledging financial responsibility for College equipment damaged, stolen, or destroyed while in their possession. Remote and hybrid work employees are required to immediately report to their supervisors any damage to College equipment.
  6. Public Records Disclosure
    Records and work product created while performing remote work is subject to the State of New Mexico’s Inspection of Public Records Act (NMSA 1978, Section 14-2-1 et seq.). 
  7. Overtime Eligible Employees
    In general, overtime is not permitted for overtime-eligible employees working remotely. CNM policy for overtime authorization remains in effect.
  8. Workers’ Compensation
    Remote and hybrid work employees are covered by workers’ compensation for job-related injuries that occur in the course and scope of employment.
  9. Tax Implications
    Employees are responsible for addressing and resolving any questions about their ability to deduct expenses related to hybrid or remote work.