IMPORTANT: The information on these pages are intended to address Formal Workplace Flexibility and is provided to assist employees in initiating flexible workplace arrangements by maximizing the benefits while reducing the risks associated with workplace flexibility.
It is not intended to be a method to assist managers in implementing workplace flexibility in order to address budgetary shortages within their departments.
There are 2 TYPES of Workplace Flexibility
INFORMAL workplace flexibility:
Informal flexibility is occasional in nature without significant impact on supervisors/managers, co-workers, or clients. While such arrangements require approval by supervisors/managers, they do not require written requests.
EXAMPLE: Altering the start and end times of a work day to attend a medical appointment.
FORMAL flexible work arrangements:
The formal flexible work arrangement proposal process outlined here is designed for those employees and supervisors/managers who are interested in a change in schedule and/or work location. Employees with exisiting flexible work arrangements that were not previously documented should connect with their HR Partner.
EXAMPLES: Remote work on a set day each week; or shifting to a four-day, 10-hour work schedule. For more information visit the USNH Flexible Work Arrangement website.
Flexible work arrangements may be voluntarily requested by an employee, or established as a requirement of a position.
ELIGIBILITY - for flexible work arrangements
The primary criterion for determining approval is whether a formal flexible workplace arrangement meets the business needs of the University.
- Eligibility may vary for different types of flexible workplace arrangements, as some alternatives may not be appropriate for particular jobs or for certain employees. All proposals should be treated equitably.
- Not all job circumstances lend themselves to flexible workplace arrangements and the final decision in each case is that of the immediate supervisor and unit/area final approver (see signature page on proposal form).
Please note: if in need of a health-related workplace arrangement please consult the UNH ADA compliance office for these types of arrangements.
Options and Definitions:
Flextime: A change in a work schedule while maintaining the percent time of the appointment. For example: 40 hours of work may be completed in four 10-hour workdays, with the position remaining 100% FTE.
Flex-Year: The assignment of a position to a specific work period in the fiscal year that is consecutive and less than 12 months. For example, Flex-Year positions supporting academic or student departments during the academic year are typically 75% to 80% appointments, beginning each year at the start of the fall semester and ending after the spring semester.
Reduced Time: Changing the percent time of a position. For the position to remain benefit-eligible, it must be 75% FTE or more. For example, an employee could request a reduction from 5 days per week (100%) to 4 days (80%).
Hybrid Work: Working from different locations without changing the percent time of the appointment, typically alternating between a home office and a USNH location. Hybrid work is intended for positions suited for autonomy and flexibility with an expectation that some work will still be performed at a USNH office location.
Fully Remote Work: Working from remote locations outside USNH locations but within the six New England states (NH, VT, ME, MA, CT and RI) on an ongoing and regular basis. It is limited to positions where employees can successfully execute projects and daily tasks without commuting to a USNH office but where there may be an occasional requirement to do so. Temporary Fully Remote Work may be approved for up to three months.
Work From Anywhere: Working remotely outside USNH locations and outside the six New England states (NH, VT, ME, MA, CT and RI) on a permanent basis, with limited expectation to come to a USNH office. Certain states are not eligible for remote work: Please consult your HR Partner.