One Approach Won’t Fit All
As supervisors/department heads think through the best methods to offer services, alternative work arrangements should be considered. Alternative work schedules allow flexibility for a variety of roles and schedules. With any approach you choose, consideration must be given to customer needs, maintaining connections across campus and within teams, and ensuring that any work performed off site is in compliance with UMBC DOIT security protocols.
Supervisors/department heads should offer opportunities for employees to have conversations around scheduling and alternative work arrangements. The following are examples of alternative work arrangements available for staff scheduling options.
- Flexible Work Schedule which allows adjusted start/end time for work (i.e., early start/end or later start/end to workday. For example, an employee may request a work schedule with an arrival time of 7:00 am – 3:30 pm.
- Compressed Workweek (for nonexempt staff only) return to campus with extended workday (4, 10-hour workdays with one day out of the office or similar model). For example, an employee may request to work four 10-hour workdays vs five 8-hour workdays.
- Telework – a hybrid arrangement where staff work on and off site for designated days or partial days during the workweek. The Telework Agreement requires final approval by the supervisor, department head, vice president, dean or designee. Employees are required to review the UMBC Telework/Remote Work Policy as part of the process.
- Remote Work (Limited use) – is an arrangement where the employee works off site every day of the workweek with presence on-site as required. The Remote Work Agreement is limited use and requires approval by the vice president for dean with final approval by the CHRO. Employees are required to review the UMBC Telework/Remote Work Policy as part of the process.
Termination of an alternative work arrangement schedule requires at least a two weeks’ notice. Questions regarding alternative work arrangements may be submitted to Sherrell McNamara (firstname.lastname@example.org) or Kelly Coleman (email@example.com).