Rule 3362-4-65 | Flexible work arrangements.
(A) Shawnee state recognizes the value of flexible work options, and understands that offering flexible work arrangements can result in improved productivity, recruitment and retention of top talent, and improved employee satisfaction. Offering workplace flexibility is a strategy for using resources most efficiently and providing the best environment for supporting staff while meeting the university's needs.
(B) Purpose
The purpose of this rule is to provide a structure and guidelines to support flexible work arrangements at the university, enabling managers to balance the operational and educational demands of the university with the preferred work arrangements of eligible employees. The goal of flexible work arrangements is to improve employee wellness by creating better work-life balance and improving employee recruitment and retention while maintaining a productive, efficient work environment.
(C) Policy scope
This rule applies to all university personnel, unless specifically excluded based on job duties or the scheduling demands of the university. This rule does not apply to faculty, students, or other temporary employees.
(D) Policy statement
(1) Flexible work arrangements should be implemented in a fair and equitable manner throughout the university, but eligibility depends on job responsibilities, service obligations, and departmental needs.
(2) Flexible work arrangements are a discretionary benefit to eligible employees based on the needs of the university; such arrangements should not be viewed as automatic or permanent in light of the varying roles and responsibilities of employees and changing needs of the university over time.
(3) The primary criterion for determining approval of a flexible work arrangement for any employee shall be whether the arrangement meets the business needs of the department and university. Flexible work arrangements may be appropriate for staff in some positions and departments but may not be possible for all. While acknowledging that not every position is appropriate for a flexible work arrangement, supervisors, department heads, and vice presidents should strive to ensure reasonable and equitable access to these options. Vice presidents should ensure that flexible work arrangements are offered in a manner that does not violate the university's policies against discrimination. Careful consideration should be given to create a flexible work arrangement that will set the employee and the unit or department up for success.
(4) Flexible work arrangements need to ensure the delivery of quality service to our students, employees and external constituents, and that the university maintains a vibrant and connected campus community.
(5) Flexible work arrangements are to be documented and regularly evaluated, and are subject to termination in accordance with the accompanying procedure. The university reserves the right to require, deny, alter or cease flexible arrangements based on the unit's business needs, the individual's work performance, and other relevant factors.
(6) The approval of a remote work plan and other flexible work arrangements is not a right of an employee and it also does not change the terms and conditions of employment with the university. Employees with flexible work arrangements remain subject to applicable university policies and procedures, collective bargaining agreements, and federal and state laws.
(7) Flexible work arrangements are not appropriate nor required for occasional, non-routine flexibility in work hours or location.
(8) The university may permit variations of flexible work arrangements that modify the provisions set forth in this rule or accompanying procedure in response to a short- or long-term university declared emergency or other operational or educational needs. Any such declaration or need will be communicated to the affected employees, as well as any permitted variations, depending on the nature of the emergency or university need.
Last updated February 27, 2023 at 8:44 AM
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