Guidelines and Best Practices
Departments may wish to consider allowing some employees to perform job responsibilities from home or from other alternative work sites. Depending on the work assignment, this may be appropriate for both office/service and managerial/professional employees.
Departments considering non-traditional work arrangements may wish to address the following factors in a written agreement entered into by the department and the employee:
- whether the arrangement being considered will cause the hourly paid employee to work more than 40 hours in one workweek, thus incurring eligibility for overtime compensation
- how responsibilities on the job description will be accomplished in the alternative work arrangement
- whether any revision to the salary or job description is appropriate
- a clear understanding between supervisor and employee about performance expectations and an agreed upon method for monitoring work output
- a plan for communication between the employee and the supervisor and other relevant persons
- whether the alternative work arrangements should provide for a trial period
Human Resources is available to provide advice and direction in establishing non-traditional work arrangements.