Flexible Work Arrangements: What supervisors need to know

Who is responsible for establishing flexible work arrangements?

Both employee and supervisors can propose flexible scheduling. However, supervisors make the final determinations when implementing the arrangement.

What if an existing arrangement is not working?

Flexible work arrangements should be reviewed periodically to ensure the arrangement is successful. If the arrangement is not working, the supervisor should determine why and try to find a solution. If a solution cannot be reached, the arrangement can be terminated.

How can I evaluate how well an employee is working if they are off-site?

Whether managing employees’ onsite or offsite, supervisors must specify job responsibilities, tasks and objectives as clearly as possible. Emphasis should be placed on the quantity and quality of results rather than on the number of hours worked. This will provide the basis for evaluation.

Whose insurance covers an accident if an employee is injured while working off-site?

An accident may be covered by worker’s compensation, if it occurred in the dedicated work space identified in the arrangement, during regularly scheduled hours. Contact the Office of Workers’ Compensation with any questions.

How will a flexible work arrangement affect benefits and compensation?

Any questions regarding benefits should be directed to the Employee Service Center prior to finalizing the arrangement.

What guidelines exist for staff working off-site who handle confidential information?

All employees should maintain confidentiality of university systems, records and documents and be responsible for ensuring compliance with the university’s secure computing policies, procedures and guidelines: