- An employee follows his or her department's or unit's guidelines to request a flexible work arrangement.
- 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.
- Appropriate performance standards and measures, means of supervision, communication, and systems for accountability must be feasible and practical.
- Appropriate materials, resources, systems, supervision, etc., must be available during non-traditional hours.
- The employee's past performance indicates that the arrangement will be successful.
- Arrangements are in writing and signed by the employee, the employee's supervisor, and other relevant administrators as appropriate.
- Arrangements are time specific, that is, have a specific date for review and reconsideration. The initial review may follow a short-term pilot period.
- 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.
- The flexible work arrangement can be tracked in Employee Self Service.