…vents) Flexible work schedules (regular flexibility or adjustments to work hours such as alternative work hours, flex time and compressed workweeks) Flexible work locations (teleworking) The Flexible Work Arrangements policy and procedures outline the regulations regarding FWAs. Departments are encouraged to be open to allowing for FWAs with the understanding that this flexibility must still ensure appropriate employee accountability and be compat…

…l law that governs the way SHRA employees are paid for work – either on an hourly or salaried basis. The FLSA divides positions into two groups based on the duties of their jobs – those that are exempt from the act (salaried, do not earn overtime), and those that are non-exempt (hourly paid, earn overtime if worked). EHRA Non-Faculty employees are exempt and SHRA employees may be either exempt or non-exempt based on their duties. Full-Time Equival…

…that the FLSA exempt minimum salary level is irrespective of the number of hours worked, it is conceivable that someone at a greater work schedule (e.g., 40 hours per week) may meet or exceed this minimum but that a reduction in work schedule (e.g., to 20 hours per week) with no associated increase in the annualized salary could cause the individual to have a new base salary that no longer meets the FLSA minimum salary requirement. In these situat…

…ate, an employee must maintain permanent employment status at 75% time (30 hours per work week) or more for the entire semester during which the fees are waived. The Fee Waiver may be used during any semester or summer session. Refer to the Student Fee Waiver Policy for additional details and to obtain forms for this program. A Student Fee Waiver is not needed if the student is also using a Tuition Waiver in the same semester or summer session. Th…