Northwestern IT Flexible Work Arrangements Policy
The Human Resources department has issued broad guidelines covering flexible work arrangements at Northwestern University.
Consistent with these guidelines, NUIT supports flexible work arrangements where possible. This document explains how NUIT will administer such arrangements, and in particular the following:
- Flextime – flexibility in starting and quitting times without changing the total hours worked.
- Compressed Workweek – a full-time schedule compressed into less than a five-day workweek.
- Telecommuting – working from a location other than one’s regular work sites on campus.
Existing flexible work arrangements should be reviewed and adjusted as needed in accordance with this document. If you have questions, contact your director or associate director, or NUIT’s Director of Administration and Finance.
Examples of Cases for Recurring Flexible Work Arrangements
Deciding if a request for a recurring flexible work arrangement is appropriate and should be approved requires weighing individual needs against organizational goals. This can be a difficult call depending on the specific circumstances, and no two situations are likely to be the same. To promote consistent application of this policy, following is additional guidance for translating the general principles in this document into yes/no decisions and, where appropriate, recurring flexible work arrangements:
Recurring Flexible Work Arrangement | Preferred Alternative Arrangement |
---|---|
Flextime to take classes or pursue a degree in an IT or field related to one’s position. | Consider courses that don’t interfere with normal work hours. |
Flextime to leave early to pick up child from school after losing previous day care provider until new childcare can be arranged. | Locate a new childcare provider. Supervisor review monthly progress on locating new childcare provider. |
Flextime or compressed workweek to care for sick parents or other family members. | Use Incidental Sick Time and other paid time-off under NU benefit plans. |
Flextime to be able to volunteer for a good cause. | Seek volunteer opportunities that don’t interfere with work hours. |
Flextime or compressed workweek to take classes or pursue degree. | Consider courses that don’t interfere with normal work hours. |
Telecommute part of the day before or after coming to work to accommodate a recurring medical appointment (for self or family member). | Move the appointment to an alternative time minimizing conflicts with work schedule. |
Flextime to leave early some days to pick up child from daycare provider (or school). | Modify childcare arrangement to accommodate a full workday. |
Compress workweek to pursue personal hobbies/interests. | Use existing NU plans for paid time off. |
Recurring flexible work arrangements are alternative methods of meeting the needs of NU/NUIT, while recognizing the importance of work/life balance. For example, most flextime arrangements specify a core period of time during the day in which all employees must be scheduled to work. If an NUIT operation needs to be staffed during all regularly scheduled business hours and the number of employees in the NUIT unit is insufficient to cover operations in the absence of one or more employees, flextime may not be feasible. Telecommuting is not an alternative means of providing child care at home. It is not a means to extend vacation or paid leave. It is not a substitute for sick leave. When a staff member uses vacation, personal floating holiday, or sick time, the amount of paid time away from work is equal to the scheduled work hours for that day. For leave accrual and reporting, time spent telecommuting is treated the same as time worked at the office.
Procedures for Handling Recurring Flexible Work Arrangements
Approved requests for recurring flexible work arrangements must be documented on the Northwestern IT Flexible Work Arrangements Agreement form (login may be required to access).
This form must be signed by the employee, his or her supervisor, and director or associate director. A pilot period for initial requests should be specified on the form. At the end of the pilot period, the arrangement should be assessed to determine if it is meeting the needs of the unit and if it will be continued. The signed form should be forwarded to the NUIT Administration and Finance unit for inclusion in the employee’s file. At least twice a year, the recurring arrangement should be reviewed to determine if it should be continued, adjusted, or canceled. If changes are made, an updated approved form should be sent to NUIT Administration and Finance.
Guidelines for recurring flexible work arrangements follow:
- Over the course of the flexible work period, scheduled work hours should not be more or less than the number of regular hours for the period. Most flexible work schedules are established over a 2-week period, and the agreement form is consistent with this convention.
- Employees telecommuting should be online and easily reachable by Lync, email, and phone, and their telecommuting schedules should be made known to the employee’s work group, including phone contact information.
- Work events (meetings, required onsite work, etc.) overrule scheduled flexibility. When these occur, employees should discuss it with their supervisor to determine what alternative arrangements might be made (e.g., calling in remotely to a meeting, shifting a non-work day to another day of the workweek).
- A recurring flexible work arrangement is a privilege extended to employees who are successfully completing tasks correctly and on schedule. When work is past due or “at risk” such privileges may be temporarily revoked.
- Consistent with Human Resource guidelines, for non-exempt employees:
- The flexible work period can be no longer than 2 weeks and is to coincide with the biweekly payroll period.
- Scheduled work hours may not exceed 10 per day.
- The normal lunch period may not be shortened in a flextime or compressed workweek schedule.
- Where formal rest breaks are necessary and a part of the work schedule, such breaks may not be shortened or eliminated from the schedule.