Determining Eligibility for Remote Work

FWA options are designed to balance the need to support the university mission and in-person experience, the unique needs of each school/college and department, various roles and job requirements, and well-being and equity for all university staff. Once a manager receives a request for a FWA, the manager, in consultation with an HR Professional, should thoroughly analyze the appropriateness of whether an employee should have a FWA and consider the following:  

• the employee’s position description and responsibilities; and
• the employee’s ability to successfully perform with a FWA. 

Read more about determining eligibility for remote work in the Flexible Work Arrangements (FWA) Guide.

Types of Flexible Work Arrangements

There are many types of flexible work arrangements that can be considered:

• Hybrid telework
• Compressed schedule
• Flextime schedule
• Job sharing
• Reduced schedule
• Staggered schedule

Read more about each of these types of flexible work arrangements in the Flexible Work Arrangements (FWA) Guide.

Creating, Changing or Terminating a Flexible Work Arrangement

Before beginning the flexible work arrangement, the FWA agreement form must be signed by the employee and the manager. The form may be revised or amended for its duration, with consent of the parties. The agreement will be maintained in the employee’s personnel file. A copy can also be maintained by the employee and the manager.

The FWA should be reviewed periodically, and must be reviewed at least annually. Renewal is not guaranteed. The FWA, the employee’s performance and other circumstances such as business or operational needs will be considered by the manager when determining whether changes should be made to the FWA.

The FWA can be terminated at any time by either the department, the manager, or the employee.

Read more about creating, changing, or terminating a FWA in the Flexible Work Arrangements (FWA) Guide.