For non-exempt employees, it must include a bona fide meal period. Flexible Work Arrangements are not an employee entitlement or requirement, but a work assignment mutually agreed to by the employee, supervisor and department head. Exempt and non-exempt employees wishing to work a flextime schedule must have the approval of their immediate supervisor, department director/chair and the S/C/D executive or his/her authorized delegate. The telecommuting employee and his/her respective manager should discuss this issue in advance to ensure supplies are effectively and efficiently utilized in the telecommuting arrangement. Non-exempt staff members are eligible for flexible work arrangements. A flexible schedule is one of the benefits that is most appreciated by employees—even more so by your millennial employees. A flexible work schedule is an alternative to the traditional 9 to 5, 40-hour work week. The amount of annual leave charged will be equivalent to the hours the employee was scheduled to work and managers should calculate the leave based on the considerations noted above under the sick leave explanation. Flex time requires that an employee work the core hours identified by the department. The policy states that an employee who is approved for flextime. The decision to establish a telecommuting arrangement is at the discretion of the employee’s manager and senior management with guidance from Human Resource Management and Development. Therefore, an employee must provide his/her manager with written notification of a request to terminate or modify the telecommuting arrangement and may not proceed with any changes until the university approves the request. Employees who are exempt under the FLSA are expected to work the number of hours required to fulfill their occupational responsibilities. Traditional schedules meet the needs of the majority of staff members. Flex Time is an arrangement that allows a full time exempt or non-exempt staff member to work with his or her manager to set workday starting and ending times that may differ from others in the unit. Employee should be able to effectively use work time to complete projects. Any files that contain confidential data should not be kept on local computers, or external media (e.g., CD-ROMS, external hard drives, USB flash drives, zip drives, DVDs, etc). As with any work unit, a department with telecommuting employees should encourage clients/customers to view the department as a team, so that if the telecommuting employees are not available in-person on a certain day, they can contact other staff who can assist them. Hours of Work and Overtime Non-exempt employees who work remotely must record their actual time worked and obtain pre- Alternative work arrangements have different characteristics than flexible work plans. How will supplies be requested and delivered? If telecommuting was a requirement of the employee’s position at the time of hire, and the employee or the employee’s department wishes to terminate the telecommuting arrangement, contact Human Resource Management and Development to discuss the potential consequences of terminating the arrangement. Certain types of flexible work arrangements—such as a nine-day/80-hour compressed workweek—could result in overtime pay for a non-exempt employee. Continue Reading. We recognize that some employees need to work flexible hours. 800 21st Street, NW Maintain an accurate record of hours worked for all employees, including those participating in telework or other flexible work arrangements; Employees can be required to perform work that is not within their job description. adequate department coverage and customer service and ability to monitor overtime for non-exempt staff, An employee requesting a flextime schedule must complete the, Employees who would like to request a flextime schedule should notify their supervisor a minimum of two weeks in advance of their need and complete the, No, arrangement procedures do not differ. The only flexible work arrangement approved for use at WSU is flextime. For non-exempt employees, it must include a bona fide meal period. Telecommuting can allow employees to successfully work not only from the next county over, but in some cases from hundreds or thousands of miles away. Arrangements for Non-Exempt Employees. Prior to executing a Telecommuting Agreement, a telecommuting employee and his/her manager should establish a specific work schedule, determine any modification of departmental operations or procedures that need to be completed prior to initiating the telecommuting arrangement, and determine the equipment and resources necessary for the telecommuting arrangement. If the discussion with the supervisor does not yield a resolution, the employee should speak with his/her department head. Flexible work arrangements—such as telecommuting and compressed workweeks—can benefit businesses and workers alike, but California employers that wish to … As a result, they are among the easiest flexible work arrangements to manage. Equipment such as computers, printers, software provided on loan by the university remain the property of the university, and must be returned upon termination of the telecommuting arrangement. Employees are personally responsible for missing or damaged equipment. Let’s begin with non-exempt employees and the FLSA.The basic rule impeding non-exempt workers from using flexible scheduling isthe fact that these employees are bound to a 40-hour workweek. Yes, the schedule can vary if approved by the supervisor and department head, provided the flexible work schedule is consistent with the university's core hours. In some cases, this may mean helping clients/customers overcome their concerns with telecommuting. How will my team communicate during this time period to manage and fulfill the work duties of the employee requesting a flexible work arrangement? Each employee's case must be considered fairly and consistently; however, supervisors are not obligated to allow the use of or approve flextime. You will work remotely _ (every day, M/W/F, every other Friday, etc.) The arrangement must be in the best interest of the University. Compressed Two Week Work Period Request Form (PDF), Allow employees to better balance the demands of their work and home life, Reduce absenteeism and increase productivity, Provide opportunities for expanded service hours, Improve employee retention and enhance recruitment efforts, GW is committed to digital accessibility. Non-exempt employees must follow all applicable policies including, but not limited to, meal and rest breaks, An employee and manager should consider the following questions when determining what equipment and resources are necessary: What equipment or computer software will be provided by GW? Positions that require regular use of documents containing confidential data may not be appropriate for a Telecommuting Arrangement. Reasonable notice may vary depending upon the department and the circumstances. The telecommuting worksite should meet university-recommended ergonomic standards (PDF). Employees who are requesting a change to their flextime schedule arrangement must do so in writing, with approval granted by the supervisor and department head. They spoke at a Staff Council-sponsored panel discussion on “Flexible Work Arrangements at Pitt” on Feb. 20, which drew nearly 250 people in person and another 600 online. However, as a part of the review process, the supervisor will consider all factors that may impact the team's ability to perform the department's daily objectives. Answering the following questions when assessing whether the positions in your area are conducive to flexible work arrangement will help you make well-informed decisions: Will the department/office workflow be either neutrally or positively impacted by a flexible work arrangement? Has the employee satisfied his/her probationary, provisional or qualifying periods, prior to the approval of the flexible work arrangement? Decreased employee turnover means GW is able to retain great employees and enjoy savings in recruiting and training costs, as well as provide a high quality of service. This is categorized as a 9/80 compressed two week work period. Telecommuting Individual Planning Checklist (PDF) - to support individual telecommuting arrangements between an employee and their manager, Telecommuting Team Planning Checklist (PDF) - for managers/managers who are considering rolling out telecommuting to a group of employees. (Regular Full-Time Exempt Employees Only), Compressed two week work periods allow a regular full-time exempt employee within the 10 workdays of a two week work period to work 9 days, totaling 80 hours, and have the tenth day off. Your assigned work schedule is _ (e.g. The university defines core hours as a subset of hours when all employees are expected to be at the office. Flextime is a system by which employees are provided some degree of freedom to choose their working hours, subject to operational needs and management approval. For exempt employees, managers need to take into consideration the exempt employee’s status of “paid to get the job done” when determining whether the exempt employee needs to utilize annual leave for the difference between the hours of holiday pay and their typical hours for that day. Working during lunch is not a satisfactory arrangement for making up lost time, resulting from a flextime schedule. The "EEO is the Law" notice provides information regarding applicable laws and procedures for filing complaints if you feel the law has been violated (English, Spanish, Chinese). Client/Customer Support of Telecommuting Arrangement. Pursuant to the Information Security Policy (PDF), employees are expected to secure all university-owned computers and other portable electronic devices by employing strong passwords and physical protections, such as locking cables, whenever these devices are left unattended. If you experience a barrier that affects your ability to access content on this page, let us know via the. Employee should be self-disciplined and capable of working with little on-site supervision. Requests to work overtime, declare vacation or take other time off from work must be pre-approved in writing by the staff’s supervisor. during your assigned hours. Email is inherently insecure and confidential data should never be sent via email unless encryption software is used. Employee must have an excellent attendance record, and no documented unexcused absences. After all appropriate documents have final approval, the telecommuting employee should inform the payroll department of the employee’s new work location. Employees whose responsibilities and preferred work environment are a good fit for a telecommuting arrangement are often more motivated and productive than when limited to the traditional office environment. All employees are expected to be at work during core hours. Flextime schedules must be approved by the employee's immediate supervisor/manager and their department head. Length of Commitment & Revocability. The George Washington University confirms its commitment to assisting employees in developing a work-life balance by supporting the use of Flexible Work Arrangements when reasonable and practical and where operational needs will not be adversely affected. In assessing the viability of a telecommuting arrangement, it is important to determine how well an employee’s clients or customers will accept such an arrangement. Recommended Qualifications of a Telecommuter. Telecommuting can save an employee significant time that would otherwise be spent commuting to and from work. Overtime exempt employees. Employees should not keep any hard copies of any documents that contain confidential data outside of the university, such as at their homes or other alternative work locations. EEO Notice: The George Washington University is an Equal Opportunity/Equal Access/Affirmative Action institution. If an employee will be telecommuting only one or two days a week and intends to use his/her personal computer during those times, it is important that he/she is familiar with all of GW policies pertaining to the protection of GW’s systems and information. The FLSA does not limit the types of work employees … All employees are required to work a standard eight-hour day that includes “core hours” defined by the department. All hours worked, including regular pay and overtime hours, must be well documented. The workday schedule for a non-exempt employee must incorporate a 30 minute, 45 minute, or one hour bona fide meal period, which is time not worked and therefore time not paid. Flextime schedules, however, must be consistent from week-to-week. 2033 K Street, NW, Ste 750 At the conclusion of the trial period the employee and his/her manager will evaluate the arrangement and determine whether it should be continued, modified, or terminated. The intention of flexible work arrangements is to accommodate special needs of employees while maintaining operational effectiveness. When telecommuting employees demonstrate that a telecommuting arrangement does not mean a lower level of service, clients/customers may quickly discover the inherent benefits of telecommuting, including decreased response time and increased productivity. The university. By the employee? Yes, exempt employees requesting to work a flextime schedule, will need to complete a, No, you cannot. The most common example is an employee working four 10 hour days in a workweek. Below are some basic guidelines: Staff telecommuting part-time - GW telelcom phone service via computer. All flexible work arrangement forms (for both non-exempt and exempt employees) must be forwarded to HR for indexing into the employee's personnel file, once signature approvals are granted. Flextime schedule arrangements must be piloted for three months, prior to final approval. Completing the form does not guarantee that an employee will be granted a telecommuting arrangement. For employment duties to be completed as expected, open and regular communication is very important as are clearly laid out work assignments and due dates. However, this should be discussed during the approval process. On flexible work arrangements non exempt employees work for providing regular updates website to review additional GW policies pertaining to the protection confidential. 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