91ÉçÇø

Provisional Alternate Work Arrangement Ìý

Ìý

The Provisional Alternate Work Arrangement Policy for Support Staff and Administrators has been extended for the next year and is effective from September 14, 2024, to December 20, 2024, and January 18, 2025, to August 8, 2025. 

Employees who wish to continue their previously approved Alternate Work Arrangement should only complete a new Provisional Alternate Work Arrangement Form â¶Ä¯ if their Alternate Work Arrangement Request, Alternate Work Location, or their Supervisor, Dean/Director, or Vice President has changed. â¶Ä¯Ìý

Employees wishing to take advantage of Alternate Work Arrangements for the first time, or who fall into any of the above categories regarding changes, should complete the a minimum of one week prior to the requested start date of the Alternate Work Arrangement request.Ìý

New and updated Alternate Work Arrangements requests are not approved until you have received an email from Human Resources communicating that the request has been approved. â¶Ä¯Ìý

Ìý

Alternate Work Arrangements include: â¶Ä¯Ìý

Compressed Workweek (for support staff only) — The scheduling of a traditional 37.5-hour workweek into four days by adjusting the number of hours worked per day. This arrangement is only suitable for support staff. Administrators (exempt and non-exempt) are not eligible for a compressed work week. In a Compressed Workweek, the number of hours scheduled per day may not exceed 10 hours. Compressed Workweek is not available during weeks that include a paid holiday. Ìý

Ìý

Alternate Work Schedule — â¶Ä¯A modified work schedule with variable arrival, departure and/or lunch times. It is typically designed to enable employees to come in earlier or leave later than the organization’s normal hours of operation. This approach enables the department to ensure necessary office coverage, customer service and staff interactions are maintained during the core hours. Employees must take a minimum of a 30-minute lunch if working six hours or more in a day.  Ìý

Ìý

Hybrid Work — â¶Ä¯Performance of normal work duties both on-campus at the employee's Regularly Assigned Place of Employment and off-campus at an Alternate Work Location. Up to two days per week may be approved at an Alternate Work Location, most often the employee’s home. â¶Ä¯â€¯Ìý

Ìý

In very rare cases, senior University leadership, in conjunction with Human Resources, may determine that it is necessary or required for a position to work fully remote/off-campus. Please refer to the Provisional Alternate Work Arrangement Policy. Ìý

Ìý

Arrangements for Alternate Work must not cause or contribute to the need for additional staff or for existing staff to perform additional duties or work additional overtime hours. Such arrangements must not adversely affect the services provided to students, or internal or external customers of the department. The quality, quantity and timeliness of a participating employee’s work must be enhanced or maintained. All offices must remain open, and the operational needs of the campus must be met.  Ìý

Ìý

 The employee’s hours of work at the Regularly Assigned Place of Employment or off-campus at an Alternate Work Location should generally be consistent from week to week and must not be used to substitute for caregiving services of any kind.  Ìý

Ìý

 Alternate Work Arrangements must be approved by your supervisor, Dean/Director, and Vice President and comply with the University rules, procedures and policies. â¶Ä¯â€¯Ìý

Ìý

 Any Alternate Work Arrangements may be revised or discontinued at the sole discretion of the University, including the employee’s immediate supervisor. Due to the already flexible nature of teaching, this policy does not generally apply to faculty. Ìý

Ìý

 View the Frequently Asked Questions or speak with your supervisor, appropriate Vice President or Human Resources if you have specific questions about the policy. Ìý