Exempt employees should follow departmental guidelines regarding meal periods. All employees are required to work a standard eight-hour day that includes “core hours” defined by the department. It is true that all employees should have an equal right to request consideration for a flexible work arrangement. Human Resource Management and Development is ready to help you with any questions or issues regarding flexible work arrangements, including telecommuting. Staff may be more difficult to supervise. Employees should not keep any hard copies of any documents that contain confidential data outside of the university, such as at their homes or other alternative work locations. All equipment for telecommuting should be purchased through iBuy. Otherwise, an employee can join the aforementioned meeting by phone or video calling software. The standard meal period at the university is 30 minutes, 45 minutes, or one hour. The focus in flexible work arrangements must be on results. They spoke at a Staff Council-sponsored panel discussion on “Flexible Work Arrangements at Pitt” on Feb. 20, which drew nearly 250 people in person and another 600 online. Reasonable notice may vary depending upon the department and the circumstances. This flexible work agreement established between The University of Toledo and the employee is effective as of _____ (date) and will remain in effect until _____ (date), not to exceed Dec. 31, 2020, unless modified or terminated by UToledo or the employee. If you experience a barrier that affects your ability to access content on this page, let us know via the. If the pre-flextime schedule is not available, the supervisor will determine the appropriate work schedule, based on the needs of the business. A Telecommuting Agreement may be terminated at any time at the discretion of the department or the university. This extra time can also help reduce stress, improve employees’ health, and therefore reduce health insurance costs – a win for both the employee and GW. Flextime schedule arrangements must be piloted for three months, prior to final approval. No, this does not mean you can work from home. If telecommuting employees regularly come into the office at least once a week, it may be beneficial to schedule these meetings on a day when everyone is in the office. Benefits If you have a flexible working arrangement, were the terms of the arrangement agreed upon prior to accepting your position or after you had been in your role? Yes, exempt employees requesting to work a flextime schedule, will need to complete a, No, you cannot. Both types of employees are eligible for flexible work arrangements. Flex time schedules allow regular full-time exempt and non-exempt employees, with the concurrence of their manager and within certain limits, to set their starting and ending times for the workday. For example, an employee on a 4/40 compressed workweek who needs to take a day of sick leave is taking 10 hours of sick leave, as opposed to an employee on a regular work week who is taking 8 hours of sick leave. The following are examples of adjusted meal period schedules: In order to create an Adjusted Meal Period, you and your manager will need to complete the Adjusted Meal Period Request Form (PDF). Telecommuting can achieve significant savings associated with real estate costs and overhead. An employee and manager should discuss how the current arrangement is working, review the employee's new performance goals and how they pair with a telecommuting arrangement, and complete a new Telecommuting Agreement. This policy sets forth requirements and guidelines for the incorporation of information security practices into daily usage of university information systems. If an employee will be telecommuting only one or two days a week and intends to use his/her personal computer during those times, it is important that he/she is familiar with all of GW policies pertaining to the protection of GW’s systems and information. The telecommuting employee and his/her respective manager should discuss this issue in advance to ensure supplies are effectively and efficiently utilized in the telecommuting arrangement. Flextime allows an employee to flex his/her start or end time, with prior approval from the supervisor. The following is an example of a Compressed Two Week Work Period – managers and employees may agree upon other workday configurations. More information can be found on the Procurement website. Employee must be able to provide an appropriate telecommuting work environment, including a dedicated workspace. All requests for a flextime schedule arrangement are ultimately reviewed and determined by the supervisor and department head. Employees working under flexible work arrangements are required to satisfactorily perform all job duties and to comply with all … Refer to the Division of Information Technology's Technology Checklist for Telecommuters for details. Overtime exempt employees. A flexible work schedule is an alternative to the traditional 9 to 5, 40-hour work week. The FLSA does not limit the types of work employees … A compressed work weeks allow regular, full-time exempt and non-exempt employees to work a full week’s schedule in less than five working days. Flexible work. Employees should first speak with their supervisor to resolve the issue. All hours worked, including regular pay and overtime hours, must be well documented. Decisions about phone service should be based on the responsibilities of the position. Can tailor workday to family commitments and schedules (such as taking children to and from caregivers or being home when children return from school). 2033 K Street, NW, Ste 750 Yes, however, managers/supervisors are cautioned that WVU must abide by the requirements of the federal Fair Labor Standards Act (FLSA) when considering or implementing flexible work arrangements for non-exempt employees. Telecommuting employees should keep up to date on current GW policies that may have an impact on a Telecommuting Arrangement, which are provided below: This policy is intended to establish some flexibility in university work arrangements when conditions are suitable for both employees and their respective department. This approach can assist, for example, employees who are enrolled in degree programs and need to take a class during working hours to complete their degrees. All flexible work arrangements for non-exempt employees must be submitted to HR Client Services for review, prior to unit management’s approval. The university confirms its commitment to assisting employees in developing a work-life balance by supporting the use of telecommuting. Any files that contain confidential data should not be kept on local computers, or external media (e.g., CD-ROMS, external hard drives, USB flash drives, zip drives, DVDs, etc). Non-exempt employees must follow all applicable policies including, but not limited to, meal and rest breaks, The policy states that an employee who is approved for flextime. Employee must have a good performance record, including a ranking of "Valued Performer" or above on their most recent performance evaluation. All supplies should be ordered through the university iBuy system. An employee and manager should consider the following questions when determining what equipment and resources are necessary: What equipment or computer software will be provided by GW? Where will supplies be kept? Exempt (salaried) employees are not entitled to overtime pay. If the discussion with the supervisor does not yield a resolution, the employee should speak with his/her department head. In some cases, this may mean helping clients/customers overcome their concerns with telecommuting. This Flexible Working Arrangements Agreement will begin and end on the dates indicated above, unless terminated sooner by the employee or employer. Employees who are exempt under the FLSA are expected to work the number of hours required to fulfill their occupational responsibilities. Compressed work schedules are arrangements that allow a full-time staff member to work 40 hours in less than 5 working days (exempt and non-exempt) or to work an 80 hour two week work period during 9 days and have the tenth day off (exempt only). A flexible schedule is one of the benefits that is most appreciated by employees—even more so by your millennial employees. If it is impractical for a telecommuter to pick up supplies, departments can mail supplies to the employee’s home using a GW FedEx account. Forty-five percent of survey respondents (n=61) report their hourly employees participate in alternative or flexible work (e.g., anything other than 40 hours per week in an assigned location) programs. The "EEO is the Law" notice provides information regarding applicable laws and procedures for filing complaints if you feel the law has been violated (English, Spanish, Chinese). Core hours for are established by the vice president of the respective business unit. 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