Whether you are an employee or a supervisor, the first step is to review the policies, procedures, and agreements associated with Flexible Work. The next step is to develop a proposal and discuss it with your supervisor and/or department head. During the discussion, ascertain whether the arrangement is feasible and how it would impact the […]
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FAQ Category: General
Beginning March 2019, Flexible Work Agreements can be submitted online using Dynamic Forms. All flexible work options are combined in one form and can be accessed at any time. Employees complete this form online and can have it automatically sent to supervisors and department heads for signatures. To aid this transition, we created a walk through video, which […]
You can access your pending, completed, or previous forms at any time on the Dynamic Forms site by clicking “Pending/Draft Forms” (for pending agreements) and “Forms History” (for completed and previous agreements) on the homepage.
Yes. When an employee fills out a Flexible Work Agreement, they may attach any additional documentation needed using the upload feature, located under the “Additional Comments” box on the form.
Yes. After the 90-day trial period, the agreement is renewed annually keeping in mind that it can be terminated at any time by a supervisor or the employee with reasonable notice. Reviews can occur more frequently at the discretion of the department, the supervisor, and/or the employee.
The Flexible Work policy (University Policy Number 2202) requires that all new Flexible Work Agreements undergo a 90-day trial period. After the trial period, the agreement is reviewed and modified if necessary. Subsequent reviews and renewals should be conducted annually.
Yes. Supervisors and employees can change or terminate a Flexible Work arrangement. If the employee wishes to modify or end a Flexible Work Agreement, the employee must provide at least 5 business days’ notice. Management will provide at least 5 business days’ notice if the Flexible Work Agreement is to be terminated. The first priority […]
Yes. Flexible Work is not mandatory, universal, nor an entitlement. The goal is to create a win-win situation that effectively balances the needs of the department and its employees. Flexible Work arrangements work best when they contribute positively to employees’ work/life balance, while not negatively impacting their productivity and availability. Supervisors need to assess the […]