Developing a Formal Workplace Flex Proposal
We encourage you to review these key items prior to preparing your proposal:
As a reminder: Alternative work arrangements are not conducive to all work styles and jobs.
Before beginning the proposal writing process, you should consider these questions.
YOUR CO-WORKERS, SUPERVISOR/MANAGER, AND SUPERVISEES
TOOLS AND RESOURCES FOR YOUR JOB
YOUR PAY, BENEFITS AND UNH STATUS
- A written proposal and agreement should be developed.
- The arrangement should support the office or department’s goals, including productivity, cost effectiveness, and service to internal and external clients. The arrangement should be achieved without:
- Curtailing normal UNH service hours.
- Incurring overtime costs.
- Impairing the unit’s effectiveness in carrying out its research, teaching, service, or administrative function.
- Placing undue burden on others in the unit, whether individual employees or supervisors/managers.
- Creating problems of safety, security, or supervision.
- The individual’s work style and job performance should support the requirements of the arrangement.
- The job tasks should be adaptable to the flexible arrangement.
- Communication and accountability should be established to assist successful implementation of the new flexibility arrangement.
- Alternative work policies and flexible arrangements should be well communicated to all employees in the office or department.
- The flexible arrangement should be evaluated by the employee and the supervisor/manager after a trial period of three months. The proposal should then be reviewed annually.
- Approval is subject to change at any time.
- All arrangements require compliance with all USNH employment policies.
- University information and information technology must be accessed and handled in a secure manner consistent with policies and good practices developed by UNH Information Technology Security.
An employee interested in a flexible workplace arrangement should review the UNH Workplace Flexibility information provided on these pages, and review the USNH Flexible Work Alternatives and Teleworking Policies.
A written proposal should be developed and submitted to the immediate supervisor for review and consideration. For this process, the immediate supervisor is the person responsible for completing the employee’s annual performance review.
There are a number of critical questions in the proposal form that should be addressed by the employee and the supervisor as part of their discussion of the proposal.
REMINDER: The employee should be sure to understand what, if any, impact the proposed arrangement might have on his or her pay, benefits and UNH status.