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Flexible Work Arrangements

Frequently Asked QuestionsFrequently Asked Questions
A sampling of FAQs

                                             Flexible Work Arrangement FAQ

**Disclaimer**: All questions may not be covered in this document, please call the Office of Human Resources with specific questions.

Q: How do I start the process of asking for a Flexible Work Arrangement?

A: We recommend scheduling a meeting with Robin Davis or Katie Sack in the Office of Human Resources. They can guide you through the process and introduce you to the paperwork. Robin or Alison will go over all the paperwork associated with the FWA process. The next step would be to set up a meeting with your supervisor to discuss your request. The third step would be to complete all necessary paperwork.

Q: What Flexible Work Arrangements are available to me?

A: Ithaca College currently offers 4 types of FWAs: 1 – Flex Time (altering your start and end times from your normal work hours), 2 – Compressed Work Week (shortening your work week),                                  3 – Telecommuting (Work from a remote location one or more days/week {can be at home or an approved working area}), 4 – Job Sharing (splitting a full time job into two part-time jobs)

Q: What are the eligibility requirements?

A: An employee must have completed his or her probationary period and must be a benefits eligible employee. Other eligibility requirements may apply, please refer to the Flexible Work Arrangements Policy.

Q: What paperwork do I need to complete?

A: You will need to complete a Flexible Work Arrangement request form located here on the HR website.

Q: Can my Flexible Work Arrangement be changed?

A: The FWA is meant to be constant for the agreed time period; however there may be times when it may need to be changed. Your supervisor also has the discretion to make any changes to the FWA in order to address the department’s needs. You can address a need to change your FWA with your supervisor or during your review period.

Q: How will my leave time be charged while the FWA is in place?

A: Leave time will be charged based on the number of hours/day you work in your FWA. For example, if you work a compressed work week and work four, nine and half hour days, you would be charged nine and a half hours of leave time per day.

Q: What will be the role of the Office of Human Resources in requesting/approving/denying a FWA?

A: The Office of Human Resources will not be approving/denying FWAs. This responsibility will be left to the employee’s supervisor. A member from the Office of Human Resources will act as a consultant.

Q: Can I work more hours in an FWA in one week and less in the next week?

A: No. Each week worked must contain the same number of hours worked. For example, if an employee works forty hours in one week, they cannot “flex” their time to work forty-eight hours one week and thirty-two the next. An employee that flex’s his or her time must work the same number of hours per week. So, this employee would need to work forty hours one week and forty hours the next week. Flexing time is not meant to alter the number of hours worked in a week.

Q: May I request a FWA for the summer months only?

A: Yes! This is of course dependent on your supervisor’s approval.

Q: Would flex time options be available only for the summer and revert to a regular schedule (M to F,

8:30-5) for the academic year?

 

A: YES! Flexible Work Arrangements can be made for a designated time.

 

Q: Who decides who can telecommute?  What are the criteria?  We have people who just call in and say “we are working from home today.” This is allowed for only a few.

A: This is not what is intended. Flexible Work Arrangements are not made for that circumstance. They are to be a constant thing.

Q: Does this flexibility balance with compensation?  Will we be paid less for choosing to work a flexible schedule?

A: You will not be paid less if you are able to work a FWA. You must still work the same amount of hours if you were not using a FWA.

Q: I would especially like it explained if the flex time option is available for all employees or only if your supervisor approves it. I would also like to have addressed if there are college regulations for approving or declining flex time for individual employees. It seems to me that if this is a benefit for all employees it is going to cause problems when not all employees can take advantage of this benefit.

A: This is not a benefit, it is a productivity tool. This may not work for all departments or all employees. Supervisors have the ultimate discretion when approving/denying FWAs.

Q: What is the best way to handle an employee that wishes to take advantage of a flexible work arrangement, but it doesn't work for your office?

A: You can sit down with this employee and explain why the FWA won’t work. You can also try to come up with an alternate solution. If a compromise can be made, try for that. HR is here to help you if you should need it.