Workplace Flexibility Options
There are 5 types of workplace flexibility options at UNH
Each type is defined below, along with examples and additional information regarding the benefits, challenges and items to consider for each option.
A compressed work week condenses one or more standard workweeks into fewer, longer days.
Examples: (for a 40-hour-per-week employee)
- A full-time schedule of work is accomplished by working four 10-hour days.
- A full-time schedule of work is accomplished over two weeks by working 80 hours in nine days so that the employee has one extra day off every other week.
Compressed work week proposals need to address:
Flex-Time is a change to a regular work schedule without changing the percent-time of the appointment. The supervisor/manager has the authority to grant or deny a staff member's request for a flextime schedule, based on institutional policy. To ensure support for operational needs for the department/office, the supervisor may designate core times/days when all staff members are required to be present at work.
- Staggered hours within a fixed schedule: Employees establish start and end times that differ from the department’s norm, but keep the same schedule each day (e.g., Monday–Friday, 11–7).
- Core hours within a variable schedule: Employees must be present during specified core hours, but may adjust their arrival and departure times each day (e.g., set coverage 10–2 every day, but the other four hours per day vary). It is expected that the employee will work a set number of hours each week.
- Variable day: Employees may work a consistent schedule of a different number of hours each day as long as they achieve the expected number of hours within the week (e.g., Monday and Wednesday, 10 hours; Tuesday and Friday, 8 hours; Thursday, 4 hours).
- Mid-Day Flextime: Employees may take a longer scheduled break than usual if they make up the extra time by starting work earlier or staying later (e.g., work 8 am –noon; break noon–2 pm; work 2–6 pm).
Flex-Time proposals need to address:
Part-Time/Reduced Time is a work schedule that is less than full-time. An employee whose schedule is reduced to less than 75% time is not eligible for full benefits.
Examples: (based on a 40 hour work week)
- 80% Time: Four 8-hour days
- 75% Time: Four 7.5-hour days
- 50% Time: Five 4-hour days
Part-Time proposals need to address:
Flex-Year is the assignment of a non-exempt or exempt position to specific work and non-work periods* during the fiscal year.
The work periods may be fewer work hours/days for the fiscal year, or specific work and non-work periods during the fiscal year. In both cases, they result in appointments that are less than a full-time appointment, but at least 75% time as to not affect benefits eligibility.
*The position start and end dates for these arrangements are confirmed annually with the Payroll Office by the BSC’s.
- Flex-Year positions that provides support for academic or student departments during the academic year are typically 75% to 80% appointments. A staff member may request a change from full-time to a Flex-Year schedule. The supervisor has the authority to grant or deny the staff member's request, based on institutional policy. To ensure support for operational needs for the department/office, the supervisor may designate core times/days when all staff members are required to be present at work.
This option provides employees with an opportunity to work nine (9), ten (10) or eleven (11) months without reducing their benefit coverage.
Flex-Year proposals need to address:
OUT OF STATE TELEWORKING?
PLEASE READ: For ANY teleworking arrangement that is based outside the state of New Hampshire AND prior to beginning that work - the supervisor MUST communicate with the appropriate HR Partner to ensure proper workers compensation and unemployment coverage for that particular state.
Teleworking is an alternative work arrangement in which staff members use electronic media to interact with others inside and outside the institution and to perform tasks outside the normal work location for some portion of their work schedule.
It is not applicable to all jobs. The number of work hours or days assigned to the position does not change due to a teleworking arrangement.
Teleworking does not include work that is not intended to be performed at the normal work location, such as admissions recruiting, certain Cooperative Extension jobs, fundraising, athletics, and/or committee work. Teleworking requires continued compliance with USNH policies, including policies governing appropriate use of the information and data.
Employees who propose a teleworking arrangement should ensure a safe and suitable workspace that is appropriately confidential and free of distractions and interruptions that may interfere with work. Where applicable, teleworkers will need to find ways to maintain a distinct separation between work activities and personal activities.
Employees who telework are responsible for ensuring security of university information and of the university information technology systems they access remotely. The employees must follow all applicable university policies and good practices, such as the UNH OLPM Privacy and Security of Technology Resources policy, the Acceptable Use of Information Technology Resources policy, and the good computing practices, accessible on the UNH Information Technology Security Policies page.
**Special attention should be paid to setting up a remote work space. A home office should be equipped (by the employee) with furniture and lighting appropriate to the tasks being performed. For suggestions on how to set up an ideal remote work arrangement see our Resources page.
Normally, employees will not be eligible for teleworking until after the completion of their introductory period. A telecommuting arrangement ordinarily does not exceed two days per week.
For arrangements greater than this, such as full-time telecommuting, the supervisor must consult Human Resources prior to implementation of the arrangement.
- Regularly work at home part of week.
- Regularly work part-time at another work location.
Telecommuting proposals need to address: