Workplace Flexibility

Workplace Flexibility defines when, where and how work is done.  One of the seven pillars of worklife effectiveness, it is a critical driver of employee well-being and performance and is responsive to the changing professional and personal demographics of the multi-generational workforce.  Workplace Flexibility includes compressed workweek, flextime, and telecommuting.  When properly managed Workplace Flexibility can increase productivity, provide extended coverage, and decrease unplanned absences.  In addition, it promotes diversity, cross-training, and has a positive impact on workplace culture, morale and employee recruitment, engagement and retention.

Compressed Workweek:  an arrangement in which an employee works her/his full appointment time in less than one week.  A full workweek is condensed into fewer than five days; or two full-time workweeks are compressed into nine or nine and one-half days.

Flextime:  an arrangement that allows an employee to alter the starting and end time of her/his workday.

Telecommuting:  an arrangement in which an employee regularly performs work at a remote worksite (such as home, library or business center) for a specified portion of the workweek. 

Guidelines

Each Workplace Flexibility practice has its own set of guidelines and form.  Select from the list above for specifics on each practice.

Eligibility

Non-represented PSS employees are eligible to request Workplace Flexibility.  Represented employees may participate as allowed by their respective collective bargaining agreements.  An employee initiates the request for Workplace Flexibility by submitting a proposal to her/his supervisor and/or unit/department head.  See Checklist for Developing a Workplace Flexibility Agreement.