…This content is Onyen protected. Please enter your Onyen to log in and view it….

…ch 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 compatible with the operational needs of the work unit. Visit the links below to learn mo…

…ocess a Return from Work Break (RWB) action when activity resumes.   Short Work Break Return from Work Break Multiple ePARs   Helpful Tips Faculty appointment length or Expected End Date is not impacted by Short Work Break and/or Return from Work Break ePARs. Prior to terminating the job, it is not necessary to return a Faculty Intermittent from Work Break. Monitoring the expected job end dates for Faculty Intermittent employees is important: Use…

…employee is “required, suffered or permitted” to work is considered hours worked (work time). Ordinarily, all hours from the beginning to the end of the work day are considered work time, except for periods when the employee is relieved of all duties for meal periods or other absences accounted for by approved leave. Break Periods Break periods are not required by the Fair Labor Standards Act (FLSA). However, as operational requirements permit an…

…ed volume of work by established deadlines and stays productive throughout workday. Autonomy: Generally completes work with few reminders and/or infrequent oversight. Prioritizing: Takes sufficient/appropriate plan and organize work, prioritize tasks, and set realistic goals. Coordination: Seeks needed information to complete work and timely communicates status with relevant parties. Customer-Oriented Clarity: Listens to determine the most effecti…

…ory employees; CDMEs report to work or perform their duties from alternate work locations as directed. The total number of CDMEs actively working and the duties they perform in any areas deemed critical may vary over the course of the Condition IV period. Communicable Disease Condition V: Continued emergency furlough (unpaid leave) of non-mandatory employees and emergency furlough for all CDME employees except for those CDMEs whose duties may be e…

…This content is Onyen protected. Please enter your Onyen to log in and view it….

…th your department. While on Reduced schedule leave, your daily and weekly work hours may be reduced (i.e., you may only work 6 hours per day, 4 days per week).   Before Requesting Leave To take family and/or medical-related leave, you should provide your supervisor and departmental HR Rep with appropriate notice. If you do not know who your HR Rep is, you can contact your school/division’s HR Officer using the directory on the School/Division HR…

…ent. The chairs of the departments that share the joint appointment should work together to make the budget and work plan arrangements.     Funding & Department Resources After the department chair has reviewed the phased retirement applications received and examined other resources available to address department needs, the department chair should discuss the situation with the dean. The dean will examine the needs across the school/college and a…