Adjustable Work Program

• Hybrid schedules require a minimum of three full days per week on campus unless otherwise approved.
• Required on-campus days (e.g., Opening Convocation, key meetings, events) must be identified collaboratively between the employee and supervisor.
• Departments are responsible for ensuring adequate coverage to meet customer, student, and operational needs.
• There is no universal requirement for someone from every department to be physically present every day; this determination is based on departmental needs.

• Flexible schedules may allow work outside conventional business hours, with supervisor approval, provided job duties and service expectations are met.
• Hybrid schedules should be predictable and consistent whenever possible.
• Short-term schedule variations (generally less than 90 days) may be approved directly by the supervisor to accommodate temporary needs much as academic breaks, childcare disruptions, special projects, or reduced class schedules.
• Summer schedules may differ from the academic year, including flexible hours or compressed workweeks, as long as on-campus requirements continue to be met.

• There is no fixed number of positions designated as fully remote.
• Remote work eligibility is determined based on the criteria outlined in the Adjustable Work Policy.
• All institutional policies apply to remote work, including confidentiality, FERPA, data security, and Red Flags requirements.
• Hybrid or remote work arrangements are not a substitute for childcare.

• Employees are responsible for furnishing and maintaining their home or remote work environment, including internet service, furniture, printers, ink, and related supplies.
• The College does not purchase or reimburse home office equipment or supplies.

• Short-term adjustments may last up to 90 calendar days per request.
• There is no formal limit on the number of short-term adjustments, though repeated use may be reviewed for appropriateness.
• Requests and approvals must be documented in writing (email or Teams communication is sufficient).
• No formal form is required for short-term adjustments.

• Long-term adjusted schedules are subject to review and approval by the supervisor and the division’s AC member.
• Adjusted schedules are not permanent guarantees and may be revisited based on operational or performance considerations.

• Supervisors are responsible for setting clear, written expectations related to performance, availability, responsiveness, and communication.
• Adjustable schedules are reviewed during quarterly check-ins.
• If service quality, responsiveness, or performance declines, the adjusted schedule may be modified or discontinued.
• Progressive discipline applies equally to employees working on-site, hybrid, or remote schedules.
• Departments may use feedback tools (e.g., surveys or informal feedback) to assess effectiveness; these are encouraged but not required.
• If an employee believes adjustable work interferes with quality, responsiveness and communication in the department they should discuss this concern with their supervisor.

• Departments should clearly communicate availability and contact information (e.g., websites, email signatures) to reduce confusion for students, faculty, and colleagues.
• Employees are expected to be on campus for required in-person work, events, or training, even if it falls on a normally remote day. Short-term adjustments may be made with supervisory approval.

Labor Supervisors are eligible for adjusted work schedules, with additional criteria to ensure appropriate student supervision and support.

• Employees are encouraged to discuss questions or concerns with their supervisor or HR Partner.
• Questions may also be raised through appropriate staff governance or advisory committees.
• Periodic surveys may be conducted to evaluate employee and service satisfaction related to adjusted work arrangements.