Common use of Flexible Work Schedule Clause in Contracts

Flexible Work Schedule. Once each six (6) months, if requested by employee(s), a Department shall hold a discussion with the employee(s) at a time and place determined by the Department regarding flexible work time in the Department as a whole. This provision does not apply to Departments where a flexible scheduling policy is already accessible to employees or where a discussion with employees has occurred in the past six (6) months and has resulted in a decision not to implement flexible scheduling. A representative from the appropriate Human Resources Department and the Union may attend such discussions. Other staff and faculty, at the discretion of the Department, may also attend. Discussion involving flexible scheduling may focus on work productivity, effective and efficient delivery of quality services, administrative costs, staffing needs of the work areas involved for hour and function coverage, and other areas that may concern the employee(s), staff, faculty, supervisors, and Department. Elements of flexible schedules may include variable length of work days, variable starting and ending times (while insuring that core periods of necessary coverage are maintained), variable work week and variable appointment percentages. Once the Department makes the determination regarding the viability and nature of flexible scheduling, the Department's determination and any arrangements for flexible work schedules shall be communicated in writing with reasons for the decision to employees in the Department. If there is disagreement regarding the viability or nature of the flexible scheduling, the Department's decision shall prevail and neither the decision nor the reasons given may be grieved. However, no later than fourteen (14) calendar days after the decision is communicated to the employee(s), the decision may be appealed by employee(s) to the next level supervisor who did not have an active role in making the final decision. The employee(s) shall be given the opportunity to personally present their arguments about the installation or change of flexible schedules to the manager designated by the Employer to hear the appeal. The manager hearing the appeal shall consider the factors enumerated above and whether the department has fairly considered whether flexible scheduling is workable. There shall be a written decision denying or affirming the installation or change of a flexible schedule with an explanation of the reasons for the decision within fourteen (14) calendar days of the completion of the information gathering. Appeals of Employer decisions to terminate or change established flexible schedules may be appealed only through the procedure set forth in this section. Flexible work schedules may affect an employee's eligibility for fringe benefits. University fringe benefit rules and regulations will apply. Nothing in this section prohibits a Department's right to review, modify and schedule hours of work, or to hold additional discussions pertaining to scheduling.

Flexible Work Schedule. Once each six (6) months, if requested by employee(s), a Department shall hold a discussion with the employee(s) at a time and place determined by the Department regarding flexible work time in the Department as a whole. This provision does not apply to Departments where a flexible scheduling policy is already accessible to employees or where a discussion with employees has occurred in the past six (6) months and has resulted in a decision not to implement flexible scheduling. A representative from the appropriate Human Resources Department and the Union may attend such discussions. Other staff and faculty, at the discretion of the Department, may also attend. Discussion involving flexible scheduling may focus on work productivity, effective and efficient delivery of quality services, administrative costs, staffing needs of the work areas involved for hour and function coverage, and other areas that may concern the employee(s), staff, faculty, supervisors, and Department. Elements of flexible schedules may include variable length of work days, variable starting and ending times (while insuring that core periods of necessary coverage are maintained), variable work week and variable appointment percentages. Once the Department makes the determination regarding the viability and nature of flexible scheduling, the Department's determination and any arrangements for flexible work schedules shall be communicated in writing with reasons for the decision to employees in the Department. If there is disagreement regarding the viability or nature of the flexible scheduling, the Department's decision shall prevail and neither the decision nor the reasons given may be grieved. However, no later than fourteen (14) calendar days after the decision is communicated to the employee(s), the decision may be appealed by employee(s) to the next level supervisor who did not have an active role in making the final decision. The employee(s) shall be given the opportunity to personally present their arguments about the installation or change of flexible schedules to the manager designated by the Employer to hear the appeal. The manager hearing the appeal shall consider the factors enumerated above and whether the department has fairly considered whether flexible scheduling is workable. There shall be a written decision denying or affirming the installation or change of a flexible schedule with an explanation of the reasons for the decision within fourteen (14) calendar days of the completion of the information gathering. Appeals of Employer decisions to terminate or change established flexible schedules may be appealed only through the procedure set forth in this section. Flexible work schedules may affect an employee's eligibility for fringe benefits. University fringe benefit rules and regulations will apply. Nothing in this section prohibits a Department's right to review, modify and schedule hours of work, or to hold additional discussions pertaining to scheduling.