24.7 Protocols for Establishing Flexible Work Arrangements

(Amended 4/13)
  1. An employee follows his or her department's or unit's guidelines to request a flexible work arrangement.
  2. The arrangement supports the department's or unit's goals, including cost effectiveness, excellent customer service, high productivity, and equitable work distribution among colleagues, which may include cross training.
  3. Appropriate performance standards and measures, means of supervision, communication, and systems for accountability must be feasible and practical.
  4. Appropriate materials, resources, systems, supervision, etc., must be available during non-traditional hours.
  5. The employee's past performance indicates that the arrangement will be successful.
  6. Arrangements are in writing and signed by the employee, the employee's supervisor, and other relevant administrators as appropriate.
  7. Arrangements are time specific, that is, have a specific date for review and reconsideration. The initial review may follow a short-term pilot period.
  8. The denial of a flexible work arrangement request is based upon employee performance and/or the operational needs of the unit, and the rationale is communicated to the employee in writing. Such a denial of a request cannot be grieved.
  9. The flexible work arrangement can be tracked in Employee Self Service.