Given the changing demographics of the workforce and the increased competition for qualified employees, it has become increasingly important to find alternative ways to compete in today’s labor market. Alternate schedules and work from 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.
Types of Alternate Schedules
Advantages of an Alternate Schedule
Some benefits of an alternate work schedule may include:
Considerations for Supervisors and Appointing Authorities
It is the responsibility of the supervisor and appointing authority to determine the suitability and type of alternate schedule. In reviewing the appropriateness of alternate schedules, supervisors and appointing authorities should consider the following:
Some positions, responsibilities and projects are more suitable for working from home than others and may be appropriate to maintain business continuity in the event of an emergency or as part of a flexible work arrangement. Also, responsibilities that do not require face-to-face interaction, require minimal supervision, involve the extensive use of computers and/or telephones, and have clearly defined and easily measurable tasks are more appropriate for a work at home arrangement. Appointing authorities must examine the distinct activities, functions and tasks to determine whether a work at home arrangement is appropriate.
Ongoing telework arrangements are not intended to be a substitute for family care. The employee should not have the primary responsibility of dependent care, or other responsibilities not ordinarily apart of his or her job duties during working hours. While a supervisor may choose to grant exceptions on a case-by-case or one-off basis, ongoing telework arrangements are not intended to be used in place of sick or annual leave.
As is required for the University worksite, the supervisor will establish the employee’s home work schedule; the employee will document all time worked and account for hours not worked with the appropriate leave designation (annual, sick, comp time, leave without pay, etc.) and, if eligible for overtime, must receive supervisor authorization prior to working overtime.
Work from Home Documentation
Supervisors may require the Work at Home Approval Form be completed prior to the start of formal work from home arrangement.
Equipment, supplies and telephone/data connection
University supplied equipment, software, data and supplies may be used only for official University business and must be returned to the University at the termination of work at home arrangement or upon request by the University. The employee is responsible for operating costs, home maintenance and any other cost associated with the use of the home as an alternate work location.
University information security and records management and retention policies that apply at the regular University worksite apply when the employee works from home.
Alternate Schedule Forms