Flexible Work Arrangements: Developing an Arrangement
Considerations
Before a flex arrangement is formally implemented, its implications should be discussed, so that both supervisor and employee have a mutual understanding of the arrangement.
Unit business needs may require that staff be present or accessible during a certain core period of hours each work day or peak workload periods, such as those surrounding the noon period. Core time may also include staff presence during a particular day of the week.
Some of the considerations when supervisors and employees are contemplating a flexible work arrangement are:
What are the goals, work assignments, metrics and/or other issues that may require consideration or change in the future?
What are the needs of the department manager/director?
How will your flexible work arrangement impact your colleagues and customers needs?
What elements of the job can be performed off-site? Which cannot?
Where will the work be conducted?
What tools, equipment and technology will be needed for work to be completed?
Have arrangements been made for dependent care?
Have arrangements been made to allow a return to the office to address urgent business needs if required by department management? How much notice will be required?
How will privacy requirements be met, and computer hardware, software, databases, and other technology utilized to perform work be secured and protected from use by other individuals?
If the flexible work arrangement becomes unfeasible at any time, it may be discontinued at the discretion of either the staff member or the supervisor, with reasonable notice thereof.
Leave Time / Holiday Pay
A staff member on a flex schedule who is granted paid leave time, such as a vacation or sick leave, will deduct the number of hours scheduled to work on the day(s) off. For example, 10 hours of vacation would be deducted if a staff member uses vacation on a day with 10 scheduled work hours. This method of using paid leave time applies to all paid leave time options.
Any regular staff member will receive pro-rated pay equal to 1/5 of his or her standard workweek for a university holiday.