Effective July 1, 2017, this policy has been revised. For individual changes, see the redlined version.
- The University supports the general concept of flexible work arrangements. Flexible work arrangements apply to both merit and professional and scientific (P&S) staff.
A flexible work arrangement allows the application of an innovative approach to achieve a highly productive, harmonious work environment that is responsive to the changing professional and personal needs of today's workforce. Flexible work arrangements refer to flextime, compressed work week, telecommuting, reduced work week/part-time, and job sharing.
Formal flexible work arrangements as described below do not replace incidental temporary adjustments of an employee's schedule that, on occasion, arise in the workplace. Neither this policy nor any formalized flexible work arrangement can supersede or contradict the terms and conditions of any union contracts and/or the appropriate administration and use of vacation and sick leave credits as defined by University of Iowa policy.
- Flexible work arrangements can produce a variety of benefits for both the employee and department. Typical benefits may include:
- uninterrupted time for creative, repetitive, or highly detailed work;
- reduced stress;
- improved balance between work and personal commitments;
- expanded coverage;
- more efficient use of space and equipment;
- a better fit between individual work schedules and work styles; and
- overall greater productivity, higher morale, improved retention, and more effective recruitment.
- Flexible work arrangements are not appropriate for all positions or in all campus settings. The University is an organization with diverse work environments, many of which require specific staffing patterns to function effectively. Additionally, health and safety considerations may preclude a specific flexible work arrangement.
A flexible work arrangement is not a right of employment. It is established at the discretion of the employing unit and may be subject to change at the discretion of the unit.
If established, a flexible work arrangement does not serve as a precedent for a future arrangement within a department. The success of a flexible work arrangement lies in it being mutually beneficial for the unit and the employee established on a case-by-case basis. The University recognizes many valid reasons why an employee may request a flexible work arrangement, including, but not limited to: professional development, community activities, family responsibilities, individual work habits and style, health and well-being. The decision to grant a flexible work arrangement request should be based on employee performance and operational interests.