Human Resources: Flexible Work and Sustainability - Frequently Asked Questions (FAQs)

Frequently Asked Questions (FAQs)

Q: Are all employees eligible to participate in FW&S work schedules?

A: Full-time exempt and non-exempt staff are eligible, but FW&S work schedules will not work for every staff member, or every job, or every department. All supervisors should explore the possibilities within their departments and discuss opportunities and challenges with their staff.

Q: What is the process for implementing FW&S work schedules within a department?

A: After a supervisor has discussed FW&S work schedules with his/her staff and with the supervisors of any other units that may be affected by the altered work schedule, he/she will complete an electronic form and submit it to his/her supervisor which is typically a Dean, Director or Department Head (DDD), which is then forwarded for appropriate Cabinet-level approval. When you have received your approvals and have completed the FW&S Reporting form online, the arrangement(s) can begin.

Q: Are employees obligated to participate in FW&S work schedules?

A: No. Even though a FW&S work schedule may be feasible for an employee and/or a department, it is not required. While it is expected that all supervisors explore the possibilities, any proposed FW&S work schedules must be acceptable to both the employee and the supervisor while continuing to respond to the needs of the department/University.

Q: When does the FW&S work schedule program start?

A: Supervisors should begin exploring FW&S work schedule options immediately to be implemented as soon as they are approved.

Q: What are the FW&S options?

A: These are some FW&S work schedule options that have been identified, but discussion within and among units may uncover other hybrid options:

Compressed schedule (4/40 or 4/37.5) with overlap for full week coverage.
Telecommuting schedule (5/40 or 5/37.5) with one or more work days at a remote worksite.
There may be some opportunities for a unit to fully close one day (or more).
The extent to which bargaining unit staff may participate in FW&S work schedules depends upon the particulars of each unit's agreement.

In addition, consideration should be given to schedules that may work differently during the academic year versus the summer.

Q: Can a FW&S work schedule be terminated?

A: Yes. If a FW&S work schedule is not working for either the employee or the supervisor the issues should be discussed before a decision to terminate the schedule is made.

Q: How are holidays, vacation, and sick days handled under a FW&S work schedule?

A: All time off is converted to hours for purposes of a compressed work week. Consult the payroll and time off information within this toolkit.

Q: Can an employee work through lunch to make up time in a FW&S arrangement?

A: No. NY State labor laws require that a break be given after 6 hours of work.

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