Seasonal Flexible Work

Both types of employees are eligible for seasonal flexible work arrangements. Supervisors need to keep the Fair Labor Standards Act in mind when considering or implementing seasonal flexible work arrangements for non-exempt (hourly) employees since they are eligible for overtime if they work more than 40 hours in a workweek.

Both types of employees are eligible for seasonal flexible work arrangements. Supervisors need to keep the Fair Labor Standards Act in mind when considering or implementing seasonal flexible work arrangements for non-exempt (hourly) employees since they are eligible for overtime if they work more than 40 hours in a workweek.

No. The hybrid telework option is not intended to be used as a substitute for ongoing childcare or eldercare. Employees must identify appropriate care for their children or parents regardless of where they are working.

The employee and the employee’s new supervisor should discuss the situation and determine if the employee’s current seasonal flexible work arrangement option is appropriate for the new position and department. The employee would have to complete a new flexible work option request form and have it approved by the new supervisor and approval chain.

That will depend on a number of factors, including type of arrangement, the school/ department’s operational needs, the frequency of requests, the success of current arrangements, etc. The intent for the pilot program is to identify a preferred alternative work schedule and utilize it throughout the summer pilot period.

It is important to remember that the work of the university and the department must not suffer as a result of employees using a seasonal flexible work arrangement. There will be events or meetings that cannot be scheduled around your seasonal flexible work arrangement. The employee and supervisor would need to discuss and determine how it will be handled. In some cases, the employee may have to come in. The schedule for non-exempt employees would have to be adjusted so that overtime would be avoided.

Your first step is to talk with your supervisor. It is up to the two of you to work out the details. If there are issues, contact HR. For seasonal flexible work arrangement issues, call 336-278-5560 or email hr@elon.edu; for issues within the Hybrid Telework option, please call 336-278-5560 or email employeerelations@elon.edu.

Decisions for approving or denying a seasonal flexible work arrangement should be based on organizational needs, as well as the needs of the employee. Objective criteria, special skills, or office needs should be considered. You may need to get all the requestors together to figure out how to handle it. And if possible, equitability should be a point of focus in developing the seasonal flexible work arrangement. This may mean a rotating schedule.

No, you are required to take a lunch break. You may modify your lunch break to 30 minutes and leave at the end of your 8-hour day.

No, the seasonal flexible work policy for this pilot program permits you to use one or the other, but not both.

Starting May 30, 2022

Call 336-278-5560 or email hr@elon.edu; for issues within the seasonal flexible work policy, please call 336-278-5560 or email employeerelations@elon.edu.

Follow this link:  https://www.linkedin.com/learning/search?keywords=mastering%20hybrid%20and%20virtual%20meetings&u=76133074

A staff member on an alternative work schedule will deduct the number of hours scheduled to work on the day(s) off for vacation and/or sick time. For example, 10 hours of vacation time would be deducted if a staff member uses a vacation day with 10 scheduled work hours.

Holidays are based on an eight-hour day. For employees participating in a compressed work week and a holiday falls on a regular work day which is longer than eight hours, the employee is credited with eight hours of holiday time. The employee will need to take vacation time for the additional hours. For example, if an employee is working four 10-hour days and a holiday falls on one of those days, 2 hours of vacation time will need to be used in addition to the 8-hour holiday pay to ensure 10 hours are recorded for the day.

If someone would like to switch versions of the policy (i.e., from Hybrid Telework to an Alternative Schedule) they must submit a new form. However, should someone’s workload require them to be present on campus during a previously approved telework day or day off, they may swap days during that same week with the approval of their supervisor.

No, if your form was submitted and approved, please just discuss your intentions with your supervisor. However, if you would like to change options of the policy (i.e., you were approved for an Alternative Schedule but would like to utilize the Hybrid Telework option), you will need to submit a new form.

There are many options for addressing communications while teleworking or off due to an alternative schedule. Communicating early, effectively, and often is what is most important. Some best practices include utilizing an out of office message when appropriate, forwarding phones, updating a common calendar so it is clear when you are teleworking or off, and identifying a backup person for addressing things that arise that require an in-person or quick response.