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Policy

ÀÏ°ÄÃÅÁùºÏ²Ê¿ª½±¼Ç¼ strives to be appropriately staffed at all times in order to effectively pursue our educational mission. Further, we strive to be an organization that recognizes the need for flexibility with schedules to attract and retain a diverse and talented workforce. In recognition of the wide range of professional responsibilities and duties required of college staff, there are circumstances in which a flexible work arrangement can be implemented so as to optimally balance the needs of the college and departments. This policy outlines the type of flexible work arrangements that may be available to certain staff members.

Definitions

Location Flexibility

• Hybrid Remote Work (Breaks): Employees may perform some percentage of job duties off-site. When performing hybrid remote work in any capacity, employees may be required to come on site as directed by a manager. Employees may work up to two days per week off site only during the summer and winter breaks.  Employees will follow the job aid each period to make a submission to their manager for approval through Workday.  
  • Employees are expected to work on campus on a regular basis during the spring and fall semesters while students are in session. On occasion there may be a need for an employee to work off site. These circumstances must be discussed with the manager to ensure that the needs of the department and college are met. 
  • Some positions’ job responsibilities may require them to work off site more often due to the nature of their work: for example, admissions counselors, major gift officers, etc.  
  • Winter break time frame request is 1 month max and summer break request is 3 months max.
• Hybrid Remote Work (Full Year):  Employees may perform some percentage of job duties off-site.  When performing hybrid remote work in any capacity, employees may be required to come on site as directed by a manager.  Employees may work up to two days per week off site.  These arrangements would be approved in a very limited capacity based on the needs of the college and department. These requests will be documented and approved in Workday via the .

• Full Remote Work: Employees are not required to work on campus at all and are fully remote, 100% of the time. These arrangements would be approved in a very limited capacity based on the needs of the college and department. These requests will be documented and approved in Workday via the .

Time Flexibility

ÀÏ°ÄÃÅÁùºÏ²Ê¿ª½±¼Ç¼ allows its employees to modify their schedules during the summer months where possible and practical. Such flextime may be a compressed work week (e.g., four 10-hour days), a change in schedule (e.g., arriving earlier or later) or a combination that best suits the employee’s needs.

Flextime schedules may begin after Commencement and may continue until classes begin. Any flextime schedules must allow the employee’s department or office to remain open during normal business hours, unless otherwise approved by the appropriate divisional vice president. In most cases, 8 a.m. to 4:30 p.m. Monday through Friday are normal business hours.

These requests will be documented and approved in Workday via the

• Flexible Schedule: Work hours with start and end times and/or days that are not the standard hours for the position within a particular department.

• Compressed Workweek: Adjustment of normal hours of work into fewer days than the typical work week. For example, a full-time employee scheduled for 40 hours per week could work four 10-hour days instead of five 8-hour days.

• Temporary Reduced Hours: Only during winter and summer breaks can hours be reduced temporarily.  Winter break time frame request is 1 month max and summer break request is 3 months max.

Procedure

Employees will follow the job aid to make a submission each period to their manager for approval through Workday.  

Proposals for flexible work arrangements should focus on results, predictability, reciprocity and how the work will be accomplished without negative impact on students, coworkers and customers. Keep in mind that many jobs require employees to be on site full-time or at regularly scheduled times. Managers are not obligated to grant requests and some units may not be suited to flexible work arrangements. 

Flexible work arrangements are subject to change and should be evaluated regularly to ensure the department’s goals, productivity and service to internal and external customers are being met.

Employees and managers involved in a flexible work arrangement of any length must proceed consistent with policy and be agreed upon by both the manager and the employee.

Employees must still maintain all existing job duties and expectations as a part of the flexible work arrangement (e.g. participation in meetings, ensuring customer/colleague needs are met, meeting project deadlines, etc.)

Hourly/non-exempt employees must report all hours worked and overtime or work outside of my normal schedule requires manager pre-approval even when a flexible work arrangement exists.

Occasional off-site work arrangements (approved by manager) do not need to request a flexible work arrangement as part of this policy.