Flexible Schedules and Work Arrangements

We encourage employees to discuss opportunities for flexible schedules or work arrangements with their supervisor. Employees should present their supervisor with a request that explains how the proposed schedule or arrangement will continue to meet the requirements of their job and align with the expectations and culture of the Department/Office.  Not all jobs can support flexible schedules or work arrangements.

We encourage the employee and the supervisor to discuss the following questions to determine if flexible schedules or work arrangements may work:

• Can the employee continue to provide equal or better service than they currently provide?
• Will the arrangement result in additional expenses or hardship to the Department/Office?
• Does the employee have performance ratings that meet expectations, or higher, with no current concerns of behavior, conduct, or performance?
• Will the arrangement increase employee retention and engagement?
• Is the opportunity being consistently offered to those in similar situations?

The Decision Maker and/or the Supervisor/Manager approves and determines flexible schedules and work arrangements for their staff. 

If you need additional support reviewing a flexible schedule or work arrangement, please contact your HR Generalist.

Flexible Work Schedules

Each Department/Office can set Hours of Work - the primary hours the Department/Office services their customers.  Standard operating hours may also be specific to areas or jobs based on the customers served.  A Decision Maker, manager, and/or supervisor may support flexibly scheduled work hours to include a variation of start and end times, as well as a variation of the days the employee is scheduled to work (compressed work week).  

Example - Variation of start and end times. 

The Department has customer service hours of 8:00 am to 4:30 pm. However, the following schedules are supported: 7:00 a.m. to 3:30 p.m., 8:00 a.m. to 5:00 p.m., and 9:00 a.m. to 5:30 p.m.  The variation of schedules ensures customers may be served, allows overlap in employees schedules to collaborate/work together, and supports the individual needs of employees.  

Examples - Compressed work week.  

• Four ten-hour days in a single work week.   
• Four nine-hour days and one four-hour day each workweek.
• For an exempt employee only: In a two-week pay period, eight nine-hour days, one eight-hour day, and one day off.

Please review policy for more information about breaks and rest periods .

Work Schedules must be approved by a Supervisor/Manager and/or Decision Maker.

Less than Full Time (40hr) Schedules

An employee may work less than full-time hours.  Part-time hours are 20-39 hours per work week.  Considerations for part-time work include: the service responsibilities are not full-time, the employee has personal circumstances that support fewer hours, and/or an opportunity for a job share (two part-time employees).  Employees who work 20-39 hours per week receive the same benefits as full-time employees, except that time off accruals are pro-rated.

Remote Work

Remote work is a consideration for jobs that can be performed virtually and are supported by the Department/Office.  There are two types of remote work: voluntary and mandatory.  Voluntary remote work is when an employee has a dedicated work location for all their scheduled hours each week, and mandatory remote work is when an employee does not have a dedicated work location for all their scheduled hours.  Visit the Remote Work Program page for more information.