Flexible Work Schedules
Flexible work schedules help you balance
work responsibilities with personal concerns. The success of a flexible work
schedule program depends on the corporate culture and the unique
responsibilities of each position.
Requests for flexible work schedules will
be considered on their own merits and individual circumstances.
- Non-probationary employees in good
standing are eligible to be considered for a flexible work schedule.
- All flexible schedules are subject to the
approval of the department head whose decision is final and not subject to
further review or grievance.
- Prior to an employee beginning a flexible
work schedule, a written statement of understanding should be created so that
both parties are clear about the expectations.
- A 30-day trial period should be
considered for new flexible schedules.
- In situations where the flexible work
schedule option is unsuccessful, the supervisor or the employee must provide at
least two weeks’ notice that the flexibility option in use will be
Flexible work schedule options
Alternate work schedule
- The employee can continue in a full-time
position but under a non-traditional schedule.
For example, a supervisor may permit an
employee to work four ten hour days instead of five eight hour days, or a
supervisor may permit an employee to work from seven in the morning till four
in the afternoon instead of the traditional eight to five.
Voluntary reduction of FTE
- An employee can voluntarily work fewer
hours than originally hired to work with a corresponding reduction in
- A reduction in FTE must be submitted on
an e-PAR form prior to the start of the arrangement to ensure proper
calculation of overtime, accrual rates, and to ensure that the employee is not
For example, if the supervisor and the
employee agree, an employee who normally works 40 hours per week can reduce
their hours to 30 hours per week with corresponding reduction in compensation. Benefits-eligible
employees cannot be reduced below 20 hours per week in order to maintain
- Two employees share the
responsibilities of one position.
- In a job share
arrangement, if the two parties are required to overlap schedules for communication
exchange, the overlap time is compensable.
For example, instead of hiring one
full-time employee, the supervisor may elect to hire two part-time employees
who work 20 hours a week.
- An employee performs work from home with
the assistance of electronic communication.