FAQs About Alternative Work Arrangements
What is an Alternative Work Arrangement?
An agreement that is established between an employee and a supervisor where any of the following occur:
- 100% use of technology to work in a place other than the traditional work location or business office; or
- Hybrid use of technology to work in a place other than the traditional work location or business office in combination with the work site; or
- A job/shift-share arrangement
Who qualifies to request an alternative work arrangement?
Any employee must first discuss the proposed arrangement with their supervisor, using the Alternate Work Arrangement Agreement as a discussion guide. Then complete the form and submit it to their supervisor.
Employees should be meeting workplace expectations in order to be considered for such an arrangement. In general, employees should demonstrate strong communication skills, and the ability to perform work independently and accomplish tasks as assigned in a timely manner. Other traits or skills may be necessary based on position responsibilities.
Why should I submit an Alternative Work Arrangement Agreement Form?
The Alternative Work Arrangement Agreement outlines considerations and requires information needed for your supervisor to review your request. Generally, the most successful flexible work arrangements are those that have been established with thoughtfulness and a plan to address concerns in advance.
Is a written agreement to work remotely required?
Yes, in non-emergency situations. Before you decide to move forward with submitting the Alternative Work Arrangement Agreement, you may use these tools to initiate the discussion, if you are a supervisor Return to Campus Success Guide–Supervisor or if you are a staff member Return to Campus Success Guide–Employee.
I’m a supervisor. What should I do if I receive a request?
Use the Success Guide(s) and/or the Alternate Work Arrangement Agreement form to discuss and review the information supplied by the employee who submitted it. Consider how the request aligns with the employee’s position responsibilities, their performance, and the business needs of the department. If you would like guidance, you may contact your unit leader or human resources.
If the arrangement is approved by you, work together with the employee to complete an Alternative Work Arrangement Agreement form and submit it through your leadership chain to your Dean, Assoc/Assist Vice Chancellor, or Vice Chancellor, as applicable for review and approval.
After the arrangement is implemented, periodically check in with the employee to discuss how the arrangement is going for both the workplace and the individual and what alterations or support may be needed moving forward. If any changes are made to the arrangement, document it as such.
Can hourly employees work remotely?
Yes, hourly employees are permitted to work remotely. However, employees and supervisors are still required to comply with all timekeeping and overtime regulations defined by the policy. Hourly employees who work remotely are required to be cognizant of these policies and structure their remote work just as they would in a typical workplace.
Do exempt (monthly) employees keep track of hours worked?
No. Salaried employees are not covered by the overtime and record-keeping requirements of the Fair Labor Standards Act. Therefore, there is inherent flexibility in work scheduling for those individuals.
Even though the law allows this latitude, exempt staff members still need to discuss specific scheduling arrangements with their supervisors and obtain their approval.
Who do I contact if I have questions or concerns?
Your supervisor or Human Resources can be contacted.