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Simple question I am having the toughest time finding the answer too. As a Contracting Officer, and as a Contractor acting in a contract specialist support role, I have seen employees working under federal contracts offered a small amount of schedule flexibility within their standard 40 hour work week. Let me throw out a quick scenario to get to my point: Sally is providing basic administrative support under a services contract managed by the VA. This services contract is subject to the SCA and all employees under this contract are non-exempt. This is a FFP Labor Hour contract to which Sally is working 100% remotely and has pre-coordinated her core work hours with her Government Lead. There have been a few occasions through performance of the contract where Sally had short medical appointments that fell within her core hours. On those occasions, her Government Lead has simply allowed her to record her actual time worked for the day she had an appointment (6 hours), then work additional time (typically 30 min or so a day) throughout the week to make up for her missed time. All actual time is reported as worked and at the end of the week, every week, Sally works her scheduled 40 hours. No more / no less. Is there anything wrong with the above scenario? Are there any overtime implications if a Non-Exempt employees works slightly over an 8 hour day to make up for missed time? Does it end up being a wash if it all levels out to the standard 40 hour work week? I ask because the above presented scenario seems to play out wildly different from agency to agency / COR to COR / etc... This almost seems like a gray "no big deal" area that no one really concerns themselves with because it happens so infrequently. However, it's not a big deal...until it becomes a big deal to someone and the only person adversely affected always ends up being the employee. I'm just wondering if there is some actual legal guidance on this scenario that I've missed, or if this will always be more of a handshake type of understanding. Thanks.