Consider What Arrangements Will Work Best

Consider what arrangements will Emergencies or unexpected work best: department events (i.e., how to Compressed work week respond)

Flextime schedule Personal health and safety at the alternate site, so as to minimize Telecommuting the likelihood of injury Schedule of work days, hours and Feasibility of a longer work day location (stamina, accuracy, productivity) Duties proposed to be performed Consider modifications to address at the remote worksite changing business needs: Duties proposed to be performed Stagger hours (some employees at the primary worksite may prefer 9a - 6p which coupled with a 7a -4p colleague actually Anticipate what problems this extends business hours). arrangement may cause for the Stagger and/or black out days off organization and potential solutions to address them: (e.g., no Mondays). Staffing patterns, coverage, Stagger schedules for compressed service hours workweeks. Communication with supervisor, Require core hours onsite, e.g. co-workers, and clients (i.e., day- 10am - 2pm. to-day interactions, workload Establish a standing meeting day. updates) Access to building (during Rotate periods of flextime among alternate hours) requesting employees (take turns) Access to materials (for employee, When a holiday falls within a supervisor, co-workers, and compressed work week, revert clients) back to standard schedule of 8- hour days for that period. Security of University materials Limit telecommuting to one or two and equipment days per week; Availability of technical support Require employee to be available Availability for standing meetings, to come in on short notice; special events, committee work

Checklist for Developing a Workplace Flexibility Agreement (6/2012) University of California, Merced – Staff Employment Services Require employee to be prepared to work on a regularly-scheduled day off; Suspend telecommuting during busiest times of the year.

Develop, implement, and monitor the arrangement: Supervisor/department head & employee meet to discuss the possibilities and considerations and to develop the agreement. Be specific in completing the written workplace flexibility agreement. Obtain appropriate notification and approval. Sign and file. Implement a trial period.

Monitor performance and effectiveness of the arrangement. Review and reconsider arrangements regularly.

Checklist for Developing a Workplace Flexibility Agreement (6/2012) University of California, Merced – Staff Employment Services