Seasonal Flexible Work
We are excited to share that we are launching a new pilot seasonal flexible work policy for part-time and full-time staff at Elon effective May 30, 2022. Under this new policy, employees will be able to request an alternative work schedule or hybrid telework schedule during times when students are primarily away from campus.
Under the new policy (linked below), staff, who have been employed for at least 90 days and have received a favorable 90-day performance appraisal, will have the option to participate with supervisor approval by choosing one of the following:
Alternate Schedule
Either modify the starting and ending times of their regular daily hours (i.e. arrive later/ leave later, arrive early/leave early) or compress their work week in fewer days (i.e. work four 10-hour days);
OR
Hybrid Telework
Employees may request hybrid telework one day per regular workweek.
Employees seeking a seasonal flexible work arrangement will be able to request either an alternative work schedule or a hybrid telework schedule but not both. This can be completed by submitting the request form, found below.
Policy
The Seasonal Flexible Work Policy may be found here.
Training Module
All employees and supervisors of those employees requesting the hybrid telework schedule, will need to complete the required training. The online training module can be found below. Please note that the training module must be completed by both the employee and supervisor of the employee prior to the request form submission.
Request Forms
Effective Dates
The specific dates for implementation will vary depending on the academic calendar for your unit and when the students are away. The dates for the pilot year implementation are as follows:
Elon University Main Campus
| Break | Start Date | End Date |
| Summer 2022 | Monday, May 30, 2022 | Sunday, July 31, 2022 |
| Thanksgiving 2022 | Saturday, November 19, 2022 | Sunday, November 27, 2022 |
| Winter 2022 | Saturday, December 10, 2022 | Sunday, January 1, 2023 |
| Spring 2023 | Friday, March 10, 2023 | Sunday, March 19, 2023 |
Elon University School of Law
| Break | Start Date | End Date |
| Summer 2022 | Sunday, June 12, 2022 | Sunday July 31, 2022 |
| Thanksgiving 2022 | Not applicable | not applicable |
| Winter 2022 | Saturday, December 10, 2022 | Sunday, January 1, 2023 |
| Spring 2023 | Sunday, March 19,2023 | Sunday, March 26, 2023 |
Elon University School of Health Sciences
DPT Program
| Break | Start Date | End Date |
| Summer 2022 – Break 1 | Saturday, June 25, 2022 | Sunday, July 3, 2022 |
| Summer 2022 – Break 2 | Saturday, August 13, 2022 | Sunday, August 21, 2022 |
| Thanksgiving 2022 | Not applicable | Not applicable |
| Winter 2022 | Saturday, December 17, 2022 | Sunday, January 8, 2023 |
| Spring 2023 | Saturday, May 20, 2023 | Sunday, May 28, 2023 |
PA Program
| Break | Start Date | End Date |
| Summer 2022 | Saturday, July 23, 2022 | Sunday, July 31, 2022 |
| Thanksgiving 2022 | Not applicable | Not applicable |
| Winter 2022 | Saturday, December 17, 2022 | Sunday, January 1, 2023 |
| Spring 2023 | Saturday, March 25, 2023 | Sunday, April 2, 2023 |
Nursing
Aligns with Main Campus dates
Frequently Asked Questions
Are non-exempt (hourly) and exempt (salaried) employees eligible for seasonal flexible work arrangements?
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.
Are all employees eligible for a seasonal flexible work arrangement?
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.
May I take care of my children or elderly parents while I am using the hybrid telework option?
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.
What happens if an employee with a seasonal flexible work arrangement transfers to another department?
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.
How often can a person change his/her seasonal flexible work arrangement?
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.
What happens if a meeting, training session or important event is scheduled when I am supposed to be off?
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.
What do I do if my flexible work option is not working out?
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.
As a supervisor, how do I deal with the possibility that everyone is going to want to have Friday or Monday off or as their hybrid telework day?
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.
Can I work through lunch and leave early?
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.
May I use both the seasonal flexible work arrangement and hybrid telework option?
No, the seasonal flexible work policy for this pilot program permits you to use one or the other, but not both.
When is the seasonal flexible work policy available?
Starting May 30, 2022
Who do I contact for seasonal flexible work arrangement and hybrid telework scheduling issues?
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.
How do I access LinkedIn Learning resources for leading a hybrid meeting?
Follow this link: https://www.linkedin.com/learning/search?keywords=mastering%20hybrid%20and%20virtual%20meetings&u=76133074
What if I take vacation or sick time while on a seasonal flexible work arrangement?
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.
What if a Holiday falls while I am working an alternative work schedule?
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.