Given the changing demographics of the workforce and the increased competition for qualified employees, it has become increasingly important to the college to find alternative ways to compete in today’s labor market. Alternate schedules and work-at-home arrangements can be a cost effective way to enhance the existing salary and benefit package, fulfill business needs, assist with recruitment and retention, improve productivity and creativity, and accommodate a changing workforce.

Process: To request an alternate schedule or work-at-home arrangement, an employee should first discuss his/her plans with his/her supervisor.  Supervisors should also complete either the Workweek Redefinition Form for alternate schedules or the Work-at-Home Approval Form prior to the start of a formal arrangement. Formal alternate schedule or work-at-home arrangements are set for up to a 1-year period and are renewable.

Employees wishing to work remotely more than two days per week (40% FTE or more) must obtain approval from the CEAS Director of Human Resources or Assistant Dean for Administration.

CEAS Principles

  • CEAS employees have been hired due to their skill sets and competencies that create value for the College and CU-Boulder.
  • CEAS believes that the contribution of each employee is individually significant but has a multiplier effect as part of the team; the “whole is greater than the sum of the parts.”
  • CEAS seeks to create a work environment that provides for the highest level of productivity.
  • Alternate schedules and work-at-home requests must have an objective mechanism for evaluation to insure that the college, department, or work-group results and productivity are not compromised with the work arrangement.
  • To be eligible to work at home, employees must, among other things: (1) have portable job duties; (2) have a work site and equipment (telephone, internet, supplies, etc.) suitable for working at home; and (3) be able to work independently and productively. Employees also must have received a "meets expectations" performance rating or higher to be eligible.
  • Childcare must be arranged for and provided on days that an employee works remotely or has a flexible schedule. Working remotely is not a substitute for childcare.
  • Full-time employees are required to work a minimum of 40 hours per work week.
  • Alternate schedules and work from home arrangements are not an employee entitlement, and may be discontinued or altered by the appointing authority for any reason at any time.
  • This policy supplements and complies with alternate schedules and work-at-home procedures established and administered by the Department of Human Resources at the University of Colorado Boulder.
  • Applicability of other policies should be considered before requesting approval for work at home (e.g., Family Medical Leave (FML), sick leave, flextime, one-time adjustment to work schedule, etc.).

Alternate Schedule Documentation

Supervisors should complete the CEAS Workweek Redefinition Form prior to the start of a formal alternate schedule arrangement.  It is the responsibility of the supervisor and appointing authority to determine the suitability and type of alternate schedule. 

Work-at-Home Documentation

Supervisors should complete the CEAS Work-at-Home Approval Form prior to the start of a formal work from home arrangement.

University information security and records management and retention policies that apply at the regular University worksite apply when the employee works from home.

For additional guidance on Alternate Schedules and Work-at-Home arrangements, please visit the Human Resources website