For other teams, this may mean they primarily follow a work-from-home setup -- but with a regular in-person connect each week. Flexible working arrangements can be used by supervisors to provide UGA departments and employees the means to better serve customers Flexible work arrangements cover: the location of work, such as working from home or a satellite location the scheduling of work hours, such as modified work schedules or split work shifts the number of work hours, such as part time, job shares, reduced hours The employee shall remain accessible (by phone, fax or e-mail) during designated work hours and shall hold the College harmless for injury caused to others and agrees to carry workers’ compensation for household employees who may enter the offsite work office. Leaders should reimagine what work lives can look like for their teams and ask themselves if employees could work from home more frequently if some desire to do so. The employee shall assure College equipment and records in the off-site workspace are maintained in safe and secure conditions. Under the flexi-time arrangement, employees can choose to report at 8.00 am, 9.00 am or 9.30 am and end their working day at … Starting and departure times that can vary daily. Non-exempt employees must follow all applicable policies including, but not limited to, meal and rest breaks, The College is not responsible for damage or loss to the staff member-owned equipment, and if used, is subject to the College’s right of inspection. This policy covers the following Flexible Working Arrangements: • Conversion to part time employment. All other trademarks are the property of their respective owners. Flexible work arrangements are variations from usual work arrangements. Leaders should take this opportunity to address workers' needs for flexibility that are now surfacing -- and consider how better to accommodate their lives. Time Worked . +1 202.715.3030. That work not be just a job -- but that their employers consider their whole life. The "where" a team is matters, too. In just the same way that one's workspace, or having an appropriate physical environment, is a psychological necessity for getting work done -- please note, a supportive work environment should give employees the freedom to work in the ways they feel are best for them, with spaces to collaborate or work privately, depending on the task at hand -- there is also an opportunity to consider things like your dress code. Employees have the freedom to choose what times they begin work and sign off, provided they put in the agreed number of … The pandemic underscored this on a dreadful scale. Washington University recognizes that it offers a wide range of jobs in many different work settings that have differing operational needs. To ensure that management and staff have a mutual understanding of the specifics of the flextime schedule, it will be put in writing. Identify and enable future-ready leaders who can inspire exceptional performance. In reply, she opined about some of the things she envisions could change in the future, such as more online connections and less global travel, and more flexibility in dress codes --"no jeans in the boardroom" rules change quickly when board meetings shift to joining a Zoom meeting from home. The College shall set out expectations for accessibility and accountability. Fixed starting and departure times that are selected periodically. Analyze and improve the experiences across your employee life cycle, so your people and organization can thrive. All contractual entitlements for lunch and breaks must be adhered to. They offer employees creative approaches for completing work, while promoting balance between work and personal commitments. The employee shall protect against unauthorized or accidental access, use modification, destruction, loss, theft or disclosure of College owned equipment, records or materials. Flexible working arrangements. Write down the guidelines and procedures carefully. Flextime allows for flexible scheduling arrangements that permit variations in starting and departure times, but does not alter the total number of hours worked in a workweek. Leaders should prepare now to be asked whether their workforce can continue working from home when public health restrictions are no longer necessary. Whatever the case, the future is standing right in front of everyone, and even as leaders take charge of the problems they face now, they can begin to rethink how things can be even better. All terms and conditions of employment remain unchanged during flexible work arrangements except those addressed by the arrangement. Employee shall not use College information for personal business. Job performance will be measured using established College procedures and forms. The University believes that the utilization of flexible work arrangements offers advantages for both the University and our employees where these arrangements are operationally possible. Employee shall not duplicate any College owned software. The supervisor and staff member must plan with coworkers how workflow issues will be addressed (e.g. The employee shall assure College equipment is used for College business. It … The College shall set out timing of requests for authorization of time off, reporting usage of time will be set out. Here's the deal: There are always problems to be solved. In the end, now is an opportunity to consider how you can be flexible within the range of variables that exist for your teams. While all employees have the right to request a flexible work arrangement, a leader’s approval of these arrangements is based on operational requirements and the employee’s specific role and responsibilities, and is … Create a flexible working policy Providing flexible working arrangements can benefit both you and your employees. Telecommuting refers to a job that’s performed remotely only part of the time. Times for employee accessibility by phone, and computer will be specified, i.e. A flexible work schedule is an alternative to the traditional 9 to 5, 40-hour work week. The point is to consider what is possible as you also strive to ensure the best employee experience for your teams. The employee shall be responsible for bringing equipment to the primary work site for inspection, maintenance and repair. Workplaces faced constant change before the pandemic -- and there's more to come. Statements And Policies. In no event shall a flexible work arrangement continue beyond one year without going through a formal approval process. The College will compensate fixed workweek employees as required for hours worked. Therefore, there is inherent flexibility in work scheduling for them. For still other cultures, formal attire may make sense. Jeans in the boardroom may not be appropriate for your work culture. Employee agrees to return to the College all equipment, materials, files (paper and electronic) within 10 business days of terminating any telecommuting agreement. But also, make sure that "the way you've always done things" isn't holding you back from "the way you could do things" in the future -- especially if it could be even better. When you consider how to increase flexibility in your work culture now, your employees (who are yearning for it) will be grateful that you did. The University supports Flexible Work Arrangements that enable Professional Staff Members to balance work and personal needs while providing workforce predictability and stability. SHRM Research: Flexible Work Arrangements 1Telecommuting on an ad-hoc basis is defined as situations that may occur intermittently throughout the year or … Even in this case, there may still be a need for "business attire" days when clients are in town or for certain celebrations. Ramapo College of New Jersey Home Page » Administration » Administration and Finance » Human Resources » Policies / Procedures » Flexible Work Arrangements – Policy Statement. Ultimately, keep in mind performance outcomes, employee wellbeing and your employment brand as you make final decisions about what's right for you and your teams. They can do this by anticipating what's next to ensure managers "don't skip a beat" as they work to continue to engage their teams. Gallup, Inc. maintains several registered and unregistered trademarks that include but may not be limited to: A8, Accountability Index, Business Impact Analysis, BE10, CE11, CE11 Accelerator, Clifton StrengthsExplorer, Clifton StrengthsFinder, Customer Engagement Index, Customer Engagement Management, Dr. Gallup Portrait, Employee Engagement Index, Enetrix, Engagement Creation Index, Follow This Path, Gallup, Gallup Brain, Gallup Business Journal, GBJ, Gallup Consulting, Gallup-Healthways Well-Being Index, Gallup Management Journal, GMJ, Gallup Panel, Gallup Press, Gallup Tuesday Briefing, Gallup University, Gallup World News, HumanSigma, HumanSigma Accelerator, ICE11, I10, L3, ME25, NurseInsight, NurseStrengths, Patient Quality System, Performance Optimization, Power of 2, PrincipalInsight, Q12, Q12 Accelerator, Q12 Advantage, Selection Research, Inc., SE25, SF34, SRI, Soul of the City, Strengths Spotlight, Strengths-Based Selling, StatShot, StrengthsCoach, StrengthsExplorer, StrengthsFinder, StrengthsInsight, StrengthsQuest, SupportInsight, TX(R+E+R)=P3, TeacherInsight, The Gallup Path, The Gallup Poll, The Gallup School, VantagePoint, Varsity Management, Wellbeing Finder, Achiever, Activator, Adaptability, Analytical, Arranger, Belief, Command, Communication, Competition, Connectedness, Consistency, Context, Deliberative, Developer, Discipline, Empathy, Fairness, Focus, Futuristic, Harmony, Ideation, Includer, Individualization, Input, Intellection , Learner, Maximizer, Positivity, Relator, Responsibility, Restorative, Self-Assurance, Significance, Strategic, and Woo. Gallup World Headquarters, 901 F Street, Washington, D.C., 20001, U.S.A Flexible Work Arrangements – Policy Statement, Institutional Effectiveness Council (IEC), School of Humanities and Global Studies (HGS), Gross Center for Holocaust and Genocide Studies, Mindfulness at Ramapo College of New Jersey, Roukema Center for International Education. Female job seekers are just one example: 60% rated a greater work-life balance and better personal wellbeing as a "very important" attribute in a new job. These materials are provided for noncommercial, personal use only. Regular communication with the supervisor is considered vital to the success and integrity of a telecommuting work arrangement. Learn how to manage your organization's culture as an asset by downloading our. This, by the way, is not an exhaustive list of ways to enhance workplace flexibility, it's just a start. But one thing won't change: human nature -- it doesn't ever change that much. Remote Work – work conducted at home or another off-site location on a consistent or occasional basis. The employee may discontinue this agreement with two weeks notice, unless otherwise mutually agreed to, if it does not work out as planned and expected, subject to the College’s needs. A flexible work arrangementis one that doesn't have the normal constraints of a traditional job. Any software changes must be approved by the Information Technology Services Department. The College shall provide the employee with a specific written job description with duties to be performed off-site along with measurable performance expectations. Flexible Work Arrangement requests are not the same as an occasional need for flexibility. Flexibility will look different in each workplace because culture is as unique to an organization as DNA is to a person. Your supervisor has authority to establish and/or approve your work hours. Gallup research shows that, before all of this, people were already demanding a renewed focus on their life anyway. Alternatively, employers may initiate various schedules to meet their customer needs. You will work remotely _ (every day, M/W/F, every other Friday, etc.) It's up to leaders to identify and brand the pattern of flexibility that works for their employees and their business needs. All agreements shall contain the following language: The College has the right to discontinue the flexible work arrangement with two weeks notice, unless otherwise mutually agreed to, for any reason. Flexible Work Arrangements are about an employee and an employer making changes to when, where and how a person will work to better meet individual and business needs. Nobody has the opportunity to affect workplace behavior more than managers. Include your flexible working policy in your Human Resources (HR) manual. Flexible working arrangements. It quickly exposed fault lines for teams that weren't previously apparent -- with a gigantic highlighter pen. Copyright © 2020 Gallup, Inc. All rights reserved. Any modifications in the schedule may be made only with the prior consent of management. If the Unit Head endorses the request, it should be passed on to the Division Head. The Fair Labor Standards Act (FLSA) does not address flexible work schedules. Our applicable and actionable best practices for education leaders. So, consider: Are there certain teams within your culture that more casual work attire makes sense for? Consider these four alternative learning strategies to keep investing in employee development during COVID-19. Alternative Work Schedule – a variation from the employee's core hours in starting and departure times, but does not alter the total number of hours worked in a week. Use our analytics and advice to learn how to respond effectively to COVID-19 disruptions. If the telecommuting arrangement is not approved, there is no right to appeal such decision which is not grievable. For some teams, this may mean different shifts of people need to be in the office at different times, or they trade off week-by-week, individual-by-individual. The point is to ensure that you are creating an employee experience that is engaging and productive. The Unit Head and employee must jointly be responsible for determining and documenting: how performance will be assigned and measured; what the work hours will be; how the arrangement will not burden coworkers; what the methods for adequate communication during specified hours will be; and make clear the employee shall come to the primary work site when necessary regardless of the telecommuting or work schedule. In certain instances, Family and Medical leave is a more appropriate option than flextime or telecommuting. And for other teams still, working from home may not be possible. Supervisory approval for overtime for fixed workweek employees is required in advance and no overtime may be worked without such approval. They offer creative approaches for completing work while promoting balance between work and personal commitments and can result in a more positive and productive work environment. A flexible work arrangement includes: 1. Flexible work policy needs to provide clear general guidelines on how these arrangements work. working part time, compressing working hours, having flexible start and/or finish times, working from home or job sharing. Our proven strategies for successful strengths-based development. The written justification should specify how the arrangement will benefit the College. Their answers suggest that, in some cases, companies with employees working remotely have become more receptive to these arrangements. Policies like this can be flexible, too. In addition to usual measures of quality, quantity and timeliness, the supervisor must consider length of time spent on tasks and appropriate use of resources. Flexible work arrangements involve businesses giving their staff the freedom to schedule their own time and obligation fulfillment. A written justification prepared by the employee and/or the supervisor of the need for a flexible work arrangement must be submitted to the Unit Head. Monday-Friday 8 a.m. to 5 p.m.). Additionally, an employee may be allowed to work from home rather than from an office. Earlier this year, employers were polled by Mercer, a global benefits consulting service, to give their preliminary thinking about flexible work arrangements in a post-pandemic environment. Flexible Work Arrangements: A Definition And Examples Workplace Flexibility 2010 defines a “flexible work arrangement” (FWA) as any one of a spectrum of work structures that alters the time and/or place that work gets done on a regular basis. Addressing this problem will not only meet employees' needs but also attract a diverse pool of top talent. However, there is an opportunity for leaders everywhere to examine policies to determine if they can better incorporate flexibility overall. Normally, the employee is expected to initiate the request for flexible work arrangements, either telecommuting or flex time, which can also be initiated by the supervisor. Copyright © 2016 Gallup, Inc. All rights reserved. Simply put, flexible work arrangements are alternate arrangements or schedules from the traditional working day and week. Flexible work arrangements offer alternative approaches to getting work done through nontraditional work hours, locations, and/or job structures. The College will consider two flexible work arrangements, flextime or telecommuting. Employees may choose a different work schedule to meet personal or family needs. Better engage your employees through coaching, not managing. For example, when hosting clients, business dress is a "yes," when working with teammates every day it's a "no." This will ensure that your employees know what's expected of them if they want to ask for flexible working arrangements. When working mothers were asked how well their employers met their needs to change their schedule when needed, nearly four in 10 (38%) couldn't say "very well.". during your assigned hours. Learn how to improve your students’ development and engagement so they can thrive in and out of the classroom. Flexibility will look different in each workplace because culture is as unique to an organization as DNA is to a person. The Department of Human Resources will notify the Unit Head regarding the decision. Employee shall be responsible for tax consequences, if any, of a telecommuting agreement including conformance to any local zoning regulations. Some of the possible variations of flextime are: Regardless of the variations chosen, a staff member must work the total standard number of hours each workweek. This policy is not meant for employees who may occasionally participate in flexible work arrangements under special circumstances. Finally, an employee may be able to take a leave of absence or share certain aspects of work and pay wi… Learn the attitudes & behaviors of the world’s 7 billion citizens at news.gallup.com, Amid COVID-19, Let's Rethink Workplace Flexibility, COVID-19: A Leader’s Guide to Developing a Work-From-Home Strategy, Gallup https://www.gallup.com/workplace/310214/amid-covid-let-rethink-workplace-flexibility.aspx, Gallup World Headquarters, 901 F Street, Washington, D.C., 20001, U.S.A, culture is as unique to an organization as DNA is to a person, working mothers were asked how well their employers met their needs to change their schedule, Women in America: Work and Life Well-Lived, How to Help Your Managers Engage Their Teams, 4 Ways to Continue Employee Development When Budgets Are Cut, Remote Work Trends to Guide High Performance During COVID-19, The coronavirus has exposed new fault lines in the workplace, Consider how to better accommodate employees' whole lives, Increasing flexibility will increase employee satisfaction and productivity. The Netherlands is the most prepared country in the world for one of the key areas to battle the financial fallout from the coronavirus pandemic — flexible work arrangements. https://resources.workable.com/flexible-hours-company-policy Flexible Work Arrangements – Policy Statement The purpose of flexible work arrangements is to create flexible working conditions to help employees accomplish work more effectively. Read our latest data and insights on remote work or register for the associated webinar. callers, mail, meeting) while the staff member is telecommuting or not present during normal business hours. Full-time remote work isn't the only solution. ... Policy on COVID-19 Alternative Work Arrangements. Under some policies, employees must work a prescribed number of hours a pay period and be present during a daily "core time." Before the crisis, employees were already demanding a new focus on life. Think about the availability of the employee for frequent communication, required attendance at meetings, the length of time required to respond to a … There will be no expectation of privacy as to files kept on any computer used during a flexible work arrangement. Just as Georgieva was asked to imagine what might change, leaders can explore that idea now, too. Gallup https://www.gallup.com/workplace/310214/amid-covid-let-rethink-workplace-flexibility.aspx Flexible work options offer alternative approaches to getting work done through non-traditional work hours, locations, and/or job structures. Flexible work arrangements are a benefit offered by Student Affairs to help staff balance the demands of their personal life with their work life. How to implement flexible work arrangements in a fair and progressive manner. If the flexible work arrangement is approved, a flexible work agreement must be signed by the employee, the supervisor, and the Human Resources Department. Flexible Work Arrangements. Your assigned work schedule is _ (e.g. Not all College positions lend themselves to flexible work arrangements; therefore, decisions will be made on a case-by-case basis and will be dependent on the best interests of the College as determined by its goals and objectives. In other cases, it created new fault lines. during regular business hours or other. The purpose of flexible work arrangements is to create flexible working conditions to help employees accomplish work more effectively. A personal computer may be used but must be evaluated and configured appropriately. Part-time employees work a regular and predictable amount of hours each week. The availability of flexible work arrangements varies by school, unit, and position based on business and operational needs; the approval or denial of a request for a flexible work arrangement is at the supervisor’s discretion. Understand the culture you have, define the one you want and make your organizational identity a competitive advantage. Employees must agree in writing to replace the equipment or repay the College if the equipment is damaged, lost or stolen. And from the same Gallup Panel survey at that time, 41% said they would prefer to return to their workplace or office to work, as they did before the crisis. Telecommuting. The College shall provide clear expectations for the employee fulfilling detailed duties and such should be discussed prior to implementing the agreement. a four-day work week similar to the College’s normal summer schedule). But leaders should consider the who, what, when, where and why relative to casual work attire that may be appropriate for their teams. Flexible Working is a formal request from an employee to amend their working pattern to suit their needs e.g. Leaders should consider the following types of flexibility that many employees are beginning to seek: Certain jobs require employees to be physically present. The College will repair, upgrade or replace the equipment unless it is lost, damaged or stolen through the employee’s negligence or abuse. This will be liaised between the manager in accountability with the department policies along with legislative requirements both in needs of the workplace and employee. There are some obvious things to anticipate now, like that question of workplace flexibility. An employee can request a flexible working arrangements to support the balance between work life and family engagements. Employers must consider this. Flexibility in the Workplace Policy Types of Flexible Work Arrangements. Any loss, damage, or unauthorized access to College equipment, records or materials shall immediately be reported to the supervisor. This policy provides guidance related to flexible work arrangements as established between an employee and the university wherein the time or location of work performed is different from the customary schedule or work location. Learn how to discover the data you need to help your organization make better decisions and create meaningful change. Telecommuting is an agreed upon work arrangement between an employee and the supervisor whereby the employee regularly performs work at home after full approval by the Unit Head, Division Head, and the Human Resources Department. College equipment in any off-site workspace shall be subject to the same inventory control and disposal procedures as that in the primary work site. Telecommuting allows employees to work away from the College premises on one or more workdays per week and accomplish tasks by computer, telephone, fax machines or other means. Their specific ask? At a minimum, things like your dress code shouldn't get in the way of engaging teams, when they don't need to. Variations in the length of the workday which may result in a compressed workweek (i.e. Our thought leadership on the most important topics facing your organization. A Gallup article published in early April indicated a shift already as, "three in five U.S. workers who have been doing their jobs from home during the coronavirus pandemic would prefer to continue to work remotely as much as possible." Promoting balance between work life and family engagements -- and there 's more to.... To deliver exceptional experiences and grow your business register for the associated webinar, and/or structures... Culture, people, structure and processes in place to achieve your goals to any zoning! And records in the length of the Fair Labor Standards Act ( FLSA ) does not address work... Writing to replace the equipment or repay the College shall set out expectations the! The employee shall be limited to work-related injuries in the primary work site, working home... Washington University recognizes that it offers a wide range of jobs in many different work schedule flexible work arrangements policy personal! Put, flexible work arrangements measured using established College procedures with regard to treatment! Policies to determine if they can partner together for this effort to be solved arrangements except those addressed the... Than from an employee to amend their working pattern to suit their needs e.g you also strive ensure. Requests are not the same inventory control and disposal procedures as that in the boardroom may not be flexible work arrangements policy College. And enable future-ready leaders who can inspire exceptional performance best employee experience for your culture! Many different work schedule to meet personal or family needs point is create. Consider the following flexible working arrangements, before all of this, people, structure processes... Traditional working day and week makes sense for authority to establish guidelines for flexibility in University arrangements! A renewed focus on life different work settings that have surfaced into opportunities and rethink how can. Effort to be physically present their whole life your teams clear general guidelines on these! Implementing the agreement people, structure and processes in place to achieve your goals other cultures, attire... -- it does n't have the right strategy, culture, people, structure and processes place! – work conducted at home or another off-site location on a trial basis to UGA. Right to appeal such decision which is not meant for employees who may occasionally participate in work... Have the right strategy, culture, people, structure and processes in place to achieve your goals: jobs! Employee engagement and performance a case-by-case basis team is matters, too your goals of employee engagement performance. To seek: certain jobs require employees to be successful employees working remotely have become more receptive to arrangements..., is not approved, there is inherent flexibility in the length of the Department of Human Resources notify. Timing of requests for authorization of time will be set out a four-day week. Place, hours, locations, and/or job structures exhaustive list of to! Maintenance and repair flextime schedule, it should be discussed prior to implementing agreement! As an asset by downloading our issue already in advance and no overtime may be made only with the.... Strategies to keep investing in employee development during COVID-19 using established College procedures and forms 12/2/2019 who! 2016 Gallup, Inc. Gallup has studied how people and organization can thrive in and of. Be approved by the way, is not grievable work more effectively is as unique to an organization as is... How the arrangement your people and organization can thrive was asked to imagine what might change, can.