Flexible Work Arrangements: FAQs for Supervisors
Both the employee and supervisors can propose implementing flexible scheduling. However, supervisors make the final determinations when implementing the arrangement.
Flexible work arrangements should be reviewed periodically to ensure the arrangement is successful. If the arrangement is not working, the supervisor should determine why that is the case and try to find a solution. If resolved solution cannot be reached, the arrangement can be terminated.
Whether managing employees’ onsite or offsite, supervisors must specify job responsibilities, tasks and objectives as clearly as possible. Emphasis should be placed on quantity and quality of results achieved rather than on the number of hours worked. This will provide the basis for evaluation.
An accident may be covered by worker’s compensation, if it occurred in the dedicated work space identified in the arrangement, during the regularly scheduled hours. Contact the Office of Workers’ Compensation with any questions.
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:
Disposal of Media Containing Confidential or Protected Health Information
Disposal of Obsolete Computers and Peripherals
Information Access and Security
Information Technology Appropriate Use Policy
Internet Access from Home
NetIDs and Identity Management
Protected Health Information (PHI) Security Compliance
Additionally, all employees should maintain security and confidentiality at the same level as expected at all worksites and as required by state and/or federal regulations. Restricted access or confidential material shall not be taken out of the primary worksite or accessed through a computer unless in compliance with University policy and approved in advance by my supervisor.