Four Steps: Determining Flexible Work Arrangements (FWAs)
Step 1: Determine whether the employee’s role is right for an FWA.
A FWA can be considered if some or all of the role can be performed remotely. If all the work associated with a role must be done on campus or in an assigned space, it is not FWA eligible.
Step 2: Determine whether the employee is a good fit for an FWA.
If an employee’s performance and behavior is in good standing, then an FWA may be considered. An employee with documented performance or behavioral concerns may not be eligible for a FWA. Managers should schedule a time to discuss reasoning with employees and address any performance issues or behaviors that need to change before a FWA can be considered in the future.
Step 3: Discuss work expectations.
Prior to a decision, an employee and manager should discuss the specific details of the FWA request. Examples of items to discuss include the type of FWA, proposed work schedule, alternative work location(s), methods of communication and space and equipment needs.
Step 4: Complete the FWA Request Form
The employee and manager should complete a Flexible Work Arrangement Request Form; the manager should retain a copy and send a copy to their HR Manager.