Workplace Flexibility - Type and Eligibility

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 Workplace Flexibility:

The formal flexibility proposal process outlined here is designed for those employees and supervisors/managers who want to institute a different category of arrangement that consistently differs from their department’s standard hours or work location.
EXAMPLE: Telecommuting on a set day each week or shifting to a four-day, 10-hour work schedule.

ELIGIBILITY - for Formal Workplace Flexibility

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).
  • All flexible workplace arrangements are subject to standards described in the Fair Labor Standards Act (FLSA) and State of New Hampshire Labor Laws.

IMPORTANT: This information is not intended to be used to develop a health-related workplace arrangement.  Please consult with your HR Partner for these types of arrangements.

Key Criteria for Eligibility:

  • In any flexible workplace arrangement, employees will be expected to continue to meet the same performance standards.
  • An employee typically will not be granted flexibility unless his or her performance has demonstrated the skills and qualities necessary to succeed in the proposed flexible workplace arrangement.
  • New employees may be hired into a flexible workplace arrangement if the arrangement meets the business needs at the time of hire, with the understanding that such an arrangement may be changed if business or personal needs dictate.
  • All flexible workplace arrangements are subject to ongoing review and may be terminated at any time, given cause, or when business needs dictate. In some cases, it may not be possible for an employee to return to a previous working arrangement (e.g., a department’s budget may not support a 75% FTE employee reverting to 100% FTE).