The supervisor/department head should ensure that other employees in the same unit/department understand how and why workplace flexibility functions. Flextime for the employee should not negatively affect the workload or productivity of coworkers either by shifting burdens or creating delays and additional steps in the workflow.Among the measures that might be adopted are remote work, staggering work hours, and rotating periods of flextime between employees. In the event that more employees request flextime arrangements than a unit/department can reasonably manage, the supervisor/department head shall respond to requests that are consistent with these guidelines in ways that are fair to all employees and in the best interest of the university. There may be times when they will be required to work or travel outside of scheduled work hours. The employee must be willing and able to alternate their work hours as requested by the supervisor/department head to attend to operational needs. Operational needs, staffing patterns, space considerations, and health and safety issues may preclude granting a request for flextime. The original shall be maintained in the employee’s personnel file, with copies for the employee and supervisor/department head. Modifications and/or renewals shall be appropriately documented. If the employee and supervisor/department head agree to a flextime arrangement, they must complete the Flexible Work Schedule Form. Agreements shall be time-specific with a date for review and reconsideration. The unit/department reserves the right to immediately suspend the arrangement in case of unanticipated circumstances regarding employee performance or operational needs.
Supervisors and/or unit/department heads have the authority to approve flextime arrangements.įlextime arrangement shall be initiated on a trial basis, and may be discontinued at any time at the request of either the employee or supervisor/department head. Download: Flexible Work Definitions, Options, and Considerations.The employee initiates the request for flextime by submitting a formal proposal to their supervisor and/or unit/department head. A written agreement clarifying both parties’ expectations is required. The focus is on job performance and meeting business demands, including extended hours of operation.
Successful flextime arrangements serve the needs both of individual employees and their unit or department. The core period may vary depending upon the requirements of the position and operational needs of the unit/department. Core hours are usually required when all employees must be at the worksite. with half-hour lunch Monday through Friday.įlextime does not reduce the total number of hours worked in a given week. Compressed lunch period (not less than legally-mandated 30 minutes after six hours of work) offset by reduced time at the start and/or end of the dayĮ.g., 8:30 a.m.–5 p.m.Extended lunch period offset by additional time at the start and/or end of the work dayĮ.g., 7:30 a.m.–5:30 p.m.on Wednesday and Friday with one-hour lunch on Monday, Tuesday and Thursday and 9 a.m.–4:30 p.m. Individualized start and end times with varied hours by day, but consistency in the total number of hours worked weeklyĮ.g., 7:30 a.m.–5:30 p.m.on Tuesday and Thursday with one-hour lunch on Monday, Wednesday and Friday and 8:30 a.m.–5:30 p.m. Individualized start and end times that vary daily with the same number of hours worked each dayĮ.g., 7 a.m.–4 p.m.
with one-hour lunch Monday through Friday