The Office of Human Resources
Alternative Work Arrangement for Staff Employees
Staff Employees and Supervisors of Staff,
As we transition to a significant onsite presence on campus, an alternative work arrangement policy, guide, and agreement form have been created to assist departments with the consideration, review, and development of alternative work arrangements for staff employees. Alternative work arrangements are to be designed to meet the operational and customer service needs of the University to ensure that business needs are met. Alternative work arrangements include (1) flexible schedules, (2) telecommuting, or a (3) combined arrangement with a flexible schedule and telecommuting. The new policy, process, and forms replace the original Flex Work and Telecommuting Program for Staff Employees policies.
All alternative work arrangements must be reviewed with the supervisor before submitting a proposed alternative work arrangement agreement form. Although employees may have telecommuting agreements in place due to the pandemic period, the continuance of a flexible schedule, telecommuting, or a combined arrangement with a flexible schedule and telecommuting will require discussions between the employee and supervisor before submitting a new alternative work arrangement agreement.
Alternative working arrangements require prior approval by the supervisor, department head, and in the case of telecommuting arrangements and combined flexible schedules and telecommuting arrangements, Division Vice President approval.
The following resources are available to assist with the consideration, development, and implementation of alternative work arrangements:
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If you have any questions, please contact one of the following:
The Office of Human Resources is operational in a remote status. Remote service options include virtual meetings through Zoom, Microsoft Teams, Google Meet, or GoToMeeting, telephone and email. HR is providing on-campus assistance by scheduled appointment only, to conduct business that cannot be performed remotely, e.g. I-9 employment identity verification, etc. Contact the front desk or the applicable HR representative if an in person meeting is required.
All regular full time and part time hired prior to May 1, 2022 are required to submit Performance & Development Goals for the evaluation period of June 1, 2021 – May 31, 2022. Performance & Development Goals are due November 30, 2021.
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Page last updated 2:16 PM, October 21, 2021