FlexTime Work Schedules

Based on the operational needs of the department, FlexTime schedules provide an alternative to a traditional work schedule while promoting a balance between work and personal life for staff members. Some examples include compressed work week, fixed FlexTime work schedule, and reduced work hours.

FlexTime Work Schedules for Managerial, Professional, and Excluded Staff Members

Under a FlexTime work schedule, an employee may submit a request to plan work around personal obligations while keeping a standard number of core hours. If you are considering such a proposal, contact Employee Services to determine the impact on salary, retirement contributions, and benefits costs. Keep in mind that FlexTime schedules may not be appropriate for all situations.

FlexTime Work Schedules for Union Represented Staff

There are no work schedule flexibility provisions for Service and Maintenance staff (represented by Local 35), Yale Police officers (represented by YPBA), Security officers (represented by YUSOA), and Cedarhurst teachers (represented by by Cedarhurst Professional Staff Chapter) given the nature of their work.

Local 34 (C&T) staff members
The Local 34 contract language for FlexTime work arrangements addresses flexible work schedules for Clerical and Technical staff members represented by UNITE-HERE Local 34.

To learn more about provisions for represented staff members please visit the Union-Management Relations section.

FlexTime Frequently Asked Questions for Employees

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

Work arrangements should be reviewed periodically to ensure the arrangement is successful. If the arrangement is not working, the manager should determine why that is the case and try to find a solution.

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

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.

FlexTime Frequently Asked Questions for Managers

Both the employee and manager can propose implementing FlexTime schedules. However, managers make the final determinations when implementing the arrangement.

FlexTime work schedules should be reviewed periodically to ensure the arrangement is successful. If the schedule is not working, the manager 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, managers 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.

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.

Contact Information

For additional guidance, please contact your Human Resources Business Partner to discuss FlexPlace work arrangements and FlexTime scheduling options.