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 discontinued.

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 compensation. 
  • 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 overpaid.

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 benefits.

Job sharing

  • 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.