Flexible Working Arrangements: Guidelines for Staff

The flexible working arrangement principles and guidelines expressed on this website have primary application to non-represented staff. Staff who are represented by a bargaining unit should see their collective bargaining agreement for information about flexible working arrangements.

Overview Principles Options STAFF Supervisors Request Form

Principles for Effective Workplace Flexibility

Assessing Your Needs

You should be able to articulate a specific flexible working arrangement to fit your individual situation. Here are some general questions to consider as you develop your agreement:

Success Factors

Flexible Working Arrangement Questions and Answers

Q. What is the best way to request a flexible working arrangement?
A. Think about your needs and the nature of your work and be familiar with the Flexible Working Arrangement Principles on this website. Using the Guidelines for Staff, complete a Flexible Working Arrangement Request Form. Set up a meeting with your supervisor to discuss your needs and wishes.

Q. Must I justify or disclose the reason for my flexible working arrangement request?
A. Your supervisor will discuss your request in good faith. While it is not a requirement to disclose the reason for your request, it may be helpful if you provide some context. For example, you may share that you have regular on-going appointments instead of informing your supervisor about specific reasons for the appointments.

Q. May I request a flexible work arrangement due to a medical condition?
A. If you have a serious medical condition or a disability, certification from your health care provider will be needed and this will likely lead to Family and Medical Leave Act (FMLA) implications or an accommodation under the Americans with Disabilities Act (ADA). The University has different avenues for supporting FMLA and ADA requests, and a flexible working arrangement may not be appropriate for you.

Q. My department has a longstanding policy that flexible work arrangements will not be approved. Will things change with Act 31?
A. There may be sound business reasons for denying flexible work arrangement requests, based on the nature of the work and/or the needs of the department. Managers will be expected to consider all requests and explore a variety of options, but sometimes a flexible arrangement will just not be possible.

Q. I am a non-exempt employee at UVM and my work is such that I feel I could work from home most of the time. Is this an option for me?
A. Generally speaking, no, it is not an option. A new telecommuting policy is being developed. This will address work at home more thoroughly.

Q. What if I make a flexible working arrangement proposal to my supervisor and it is turned down?  Is there an appeal process?
A. Yes. If your supervisor denies your request, you may take your flexible working arrangement proposal to your supervisor's supervisor and make your case with that individual. Their decision will be final. Denial of a flexible working arrangement is not a grievable matter (i.e., it is not covered under the Grievance and Mediation Policy for Non-Represented Staff).

For More Information

If you are an employee seeking to make an alternative work schedule proposal and need further guidance, e-mail HRSinfo@uvm.edu.

Overview Principles Options STAFF Supervisors Request Form