Because flexible work arrangements have not been used widely by staff until recently, many people tend to think of them as a special benefit or privilege for employees. The truth is that there can be significant benefits for management as well. These benefits are discussed in more detail below. Generally speaking, however, the best arrangement is the one that most effectively addresses the employee's personal needs or preferences and the department's need to provide effective and efficient services.
Telecommuting can be extremely valuable for both the employee and the department, in cases that include when the employee has a long commute or the department has insufficient space.
Information on military leave:
This page provides FMLA Information for HR Administrators.
Please visit UCnet to find the following information and documents related to Family and Medical Leave resources, university policies, and contract provisions:
Part-Time Work is useful when an employee has skills that are not needed on a full-time basis, or when the employee has the means and desire to spend significant time on family responsibilities or outside interests.
Alternate Workweeks are useful when the employee needs (or prefers) to be free in the middle of the week, or when the department has extended or unusual hours of operation.
A regular status employee who has exhausted all Family and Medical Leave is eligible for Supplemental Family and Medical Leave for up to an additional twelve (12) workweeks or until the end of the calendar year, whichever is less, if the need for a Family and Medical Leave that is in progress continues beyond twelve (12) workweeks.
However, the aggregate absence from work for Pregnancy Disability Leave, Family and Medical Leave, and Supplemental Family and Medical Leave may not exceed seven (7) months during the calendar year, except as may be required by law.
Many organizations have found that telecommuting and flexible work arrangements can be extremely beneficial. Benefits may include: