Modification or Termination of a Flexible Work Arrangement
Since a flexible workplace arrangement is a business decision, it can be modified or terminated, if necessary, at any time. The following examples could trigger a modification or termination of a flexible workplace arrangement:
- Business needs are no longer being met.
- Job or job requirements change.
- Supervisor changes occur.
- Performance decreases.
- Current coverage or staffing needs change.
- An unexpected staff shortage develops.
- Valid negative client or co-worker feedback is received.
- University information or information technology is at risk or compromised.
As with any other work arrangement, flexible workplace arrangements should not be considered permanent. Both supervisors and employees must be responsive to change and should monitor the arrangement to ensure that it continues to meet the needs of the organization. In some situations, it may be necessary to discontinue the original plan or seek an alternative. The process used in revising or ending a work arrangement should be just as carefully thought through as when initiating one.
- If a supervisor sees a need for a new long-term schedule change, he or she must inform the employee.
- If at some point the employee wishes to return to a standard work schedule, he or she must give notice to his or her supervisor. In some cases, budgetary or staffing limitations may eliminate opportunities to increase hours. It may not be possible for an employee to return full-time if the flexible work arrangement resulted in reduced hours.
Normally, both a immediate supervisor or an employee should give at least 30 days notice in advance of ending or changing the arrangement.
In some circumstances, such as a job performance decline, department restructuring, unexpected leave of a coworker, and others, a shorter notice or no notice may be given, depending on the situation.