Flexible Work Arrangements FAQ for Supervisors
Everyone will be coming and going when they please. How will we be able to get the work done?
The operational and/or business needs of the work unit or department remain the primary issue. Most employees understand and support this priority. In practice, most employees do not vary their schedules much when offered the opportunity to do so.
What do I do if an employee on a flexible work arrangement comes in late or leaves early without making up time?
Supervisors should address tardiness or failure to complete work or work assignments in the same manner they would address them in a traditional work arrangement.
Who is responsible for establishing flexible work arrangements?
Both the employee and supervisors can propose implementing flexible scheduling. However, supervisors make the final determinations when implementing the arrangement.
What if an existing arrangement is not working?
Flexible work arrangements should be reviewed periodically to ensure the arrangement is successful. If the arrangement is not working, the supervisor should determine why that is the case and try to find a solution. If resolved solution cannot be reached, the arrangement can be terminated.
How can I evaluate how well an employee is working if they are off-site?
Whether managing employees’ onsite or offsite, supervisors must specify job responsibilities, tasks and objectives as clearly as possible. Emphasis should be placed on quantity and quality of results achieved rather than on the number of hours worked. This will provide the basis for evaluation.
When presented with multiple requests for flexible work arrangements, how is the decision reached?
Reasons for the requests should not be used as the only factor in making a decision. If the staff members’ requests are similar in terms of their ability to continue to meet job requirements, seniority and performance may be factors in determining which request to approve. The supervisor may ask the staff members for input into a solution that would enable the staff members to the needs of the business unit as well as their individual needs.
Whose insurance covers an accident if an employee is injured while working off-site?
An accident may be covered by worker's compensation, if it occurred in the dedicated work space identified in the arrangement, during the regularly scheduled hours. Contact the Office of Workers’ Compensation with any questions.
How will a flexible work arrangement affect benefits and compensation?
Any questions regarding benefits should be directed to the Employee Service Center prior to finalizing the arrangement.
What guidelines exist for staff working off-site who handle confidential information?
All employees should maintain confidentiality of University systems, records and documents and be responsible for ensuring compliance with the University’s secure computing policies, procedures and guidelines:
Yale University IT Policies and Guidelines:
- Accessing and connecting to Yale resources and applications from off-campus
- Disposal of Media Containing Confidential or Protected Health Information
- Disposal of Obsolete Computers and Peripherals
- Information Access and Security
- Information Technology Appropriate Use Policy
- Internet Access from Home
- Health Insurance Portability and Accountability Act (HIPAA) Policies
- NetIDs and Identity Management
- Protected Health Information (PHI) Security Compliance
- Secure computing at home & while traveling
- Systems and Network Security
All employees should maintain security and confidentiality at the same level as expected at all worksites and as required by state and/or federal regulations. Restricted access or confidential material shall not be taken out of the primary worksite or accessed through a computer unless in compliance with University policy and approved in advance by my supervisor.
