There is no legal authority for credit hours under a CWS program. The law provides for credit hours only for flexible working hours. See 5 Us.C. 6121(4). The basic requirement of a flexible work plan is the number of hours without overtime that a worker must take into account as a bonus by leave, credit, leave, excused absence, compensatory break or leave. Because CWS schedules are fixed hours, employees should not be required to postpone their regular scheduled days off, only to avoid paying vacation pay or to reduce the number of hours of leave included in the basic work obligation. See 5 U.S.C. 6101 (a) (3) (E). As members of the federal public service, all employees are encouraged to act in good faith in the use of Vacation Code 699, taking into account the fact that Canadians currently have to provide important services.
Managers will ask employees to testify about the situation that prevents them from working. Compressed work schedules are always fixed hours. (See Comptroller General Report B-179810, December 4, 1979.) Another difference between flexible and compressed work hours is that an employee with a flexible schedule can be credited with a maximum of 8 hours for the employee`s basic work on a public holiday or Sunday (see 5.C. 6124 and the definition of Sunday work in 5 CFR 550,103), while the number of hours off or Sunday is the number of hours for a worker with a compressed work schedule. , which are regularly provided for the worker on that date, if not for leave (see 5.C 6128 (c) and (d)). Flexible work organization (FWA) allows an employee to choose when he or she starts work, where he or she works and when he installs his work.  The idea is to help manage work-life balance, and the benefits of the FWA may include less stress for employees and greater overall job satisfaction.  On the contrary, some people forgo their FWA, fearing that the lack of visibility would have a negative impact on their careers.  Overall, this type of regulation has a positive effect on incompatible work and family obligations, which can be considered work that affects family responsibilities or family obligations.  FWA is also useful for those with an intensive illness or responsibility for care, where, without FWA, part-time work would be the only option.  Workers` claims for a compensatory period instead of overtime pay may be made for irregular or occasional overtime of a worker (as in 5.C 5541 (2)) or a dominant employee (as in 5 United States. C 5342 (a) (2)).
Compensation leave may not be permitted for an SES member.