A flexible work schedule (FWS) is a non-traditional working arrangement that considers an individual’s personal needs while effectively addressing and satisfying the university’s business needs. Flexible work includes more than just remote work arrangements.
UNLV recognizes that providing workplace flexibility supports the well-being of our employees and helps the university achieve its goals.
Flexible Work Policy
All flexible work arrangements must adhere to the rules outlined in the UNLV Flexible Work Arrangement Policy.
Please note that the UNLV Flexible Work Policy applies to employees who reside in Nevada. See below for information about remote work outside Nevada and the U.S. Contact firstname.lastname@example.org to speak with a Human Resources representative about arrangements for out-of-state employees.
The following are eligibility requirements for flexible work arrangements:
- Full-time and part-time employees from all classifications are eligible (e.g., administrative faculty, academic faculty, classified staff, letter of appointment, graduate assistants, postdoctoral scholars, and student employees)
- The job must be one that can accommodate such a request
- The employee must demonstrate a work ethic that can support a flexible work schedule
- The employee must have a recent performance evaluation of at least satisfactory
On a case by case basis, managers can authorize a flexible work arrangement upon an employee’s date of hire. In these instances, satisfactory performance as an eligible requirement may be waived until enough time has passed to review the employee's performance and the employee has achieved a satisfactory rating.
To continue a remote work arrangement, managers / supervisors must conduct a performance evaluation for their employee and the employee must continue to receive a satisfactory rating.
The duties and assignments authorized to be performed under a flexible work arrangement are identified in the employee’s Position Description Questionnaire (PDQ) or UNLV work plan. Supervisors may assign additional work or modify duties as necessary.
A flexible work schedule may not be appropriate for all areas. Approval of a flexible work schedule is at the discretion of supervisors and the appointing authority for that area.
Employees may request a flexible work arrangement on a full-time or part-time basis.
Sponsored international employees and their supervisors should contact the Office of International Students & Scholars (OISS) at email@example.com or 702-774-6477 to discuss any immigration implications of flexible work schedules/remote work arrangements prior to final approval.
Requesting a Flexible Work Arrangement
To request a flexible work arrangement, follow these steps:
- Discuss and agree upon a work arrangement with your manager
- Ensure your appointing authority is in agreement with your desired arrangement
- Complete the Flexible Work Arrangement Form
Please note: this form requires signatures from the employee, supervisor, appointing authority, and a human resources representative
- Upon signature by the employee, supervisor, and division head, email the form to submit the form to HR at firstname.lastname@example.org
- HR will review, sign, and provide an approved copy to the supervisor to keep on file
- Employees / managers must wait for HR approval before beginning an agreement
Types of Flexible Work Arrangements
There are multiple flexible work schedule options to meet individual employee and departmental needs.
- Variable Work Week (flex schedule) – Work schedules that are different from the department’s standard operating hours (e.g., Monday through Friday, 8 a.m. – 5 p.m.)
- Innovative (compressed) work week – An employee works longer hours in fewer days. Examples include:
- Four (4) days per week, ten (10) hours / day
- Four (4) days per week, nine (9) hours per day and one (1) day, four (4) hours per day
- Temporary flexible schedule – The use of one or more flexible work options that occurs on a temporary basis.
- Telecommuting (remote work) – An employee works from home or another location away from campus. Telecommuting may constitute either a portion or all of the employee’s work time.
Telecommuting / Remote Work Options
Regular (standard) Telecommuting
A pre-established predictable schedule for remote work. This may include:
- Working remotely up to five (5) days a week
- Working remotely on specific days, such as Monday - Wednesday.
Either arrangement should be identified at the onset and specified in the Flexible Work Arrangement Agreement Form.
Situational telecommuting allows employees to work remotely when situations arise that make telecommuting the best option. This is generally on an as-needed basis. Employees and supervisors can establish the parameters of situational telecommuting in advance by identifying critical factors such as the location and expectations while remote working. Employees do not need to complete a Flexible Work Arrangement Agreement Form, but must adhere to the Flexible Work Arrangement Policy.
Emergency telecommuting is used during a crisis or UNLV emergency in which you are not able to perform your duties on campus and your job responsibilities must be fulfilled to provide continuity of operations. The duration of the telecommuting arrangement is dependent upon the length of the emergency. You must adhere to the UNLV Emergency Remote and Flexible Work Arrangement policies.
Telecommuting Resources and Information
- You and Working Remotely: HR Resources webpage - Includes links to resources and information for employees and supervisors navigating a remote work arrangement.
- Teaching and Working Remotely - Tips and resources from the Office of Technology about how to set up technology for remote work.
Checking out UNLV-owned equipment
Before taking UNLV-owned equipment off university property, you must complete an equipment loan agreement. Work with your area’s asset coordinator to complete the appropriate documentation. Speak with your manager if you need help in identifying your area’s asset coordinator.
Remote Work Checklists for Employees and Supervisors
Are you Remote Ready? (Employee)
- Have you checked out a laptop or desktop computer from the university for your remote office?
- Do you have the office supplies (e.g., pens, highlighters, notepads, etc.) you need to complete your job duties?
- Do you have a minimum internet connection speed of 50 Mbps? Is your internet connection reliable enough to handle video conferencing, collaboration in Google, or other requirements for your job?
- Do you have the necessary software (Adobe Creative Suite, Microsoft Office, WebEx, etc.) installed on your work computer?
- Do you have an adjustable chair or a standing desk at your home work station to support your health and apply effective ergonomics?
- Have you implemented two-step verification for your UNLV email address for added security?
- Do you need a Jabber account to use your campus extension from home?
- Do you need VPN access to connect to an on-campus network from home?
- Do you know how to access Workday job aids from a remote network?
- Have you discussed with your supervisor what communication methods you will use to collaborate effectively?
Assessing Flexible Work Arrangements (Supervisor)
When determining if a flexible work arrangement is right for a position, ask yourself these questions:
- Have plans been discussed with the hiring authority of your unit or department?
- Does the job include managing people?
- Do core responsibilities require ongoing access to equipment, materials and files that can only be accessed on campus?
- Do core responsibilities require time in meetings or performing work on campus?
- Does the client/customer relationship support a flexible work arrangement?
- Does the employee regularly demonstrate that his/her approach to work is organized and dependable?
- Does the employee have a complete understanding of his/her jobs and performance expectations?
Before Completing a Flexible Work Arrangement Agreement
Prior to executing a Flexible Work Arrangement Agreement Form, the employee and manager should establish a specific work schedule, determine any modification of departmental operations or procedures that need to be completed prior to initiating the arrangement, and determine the equipment and resources, if necessary.
The manager should utilize the chain of command to engage the approval of the hiring authority. After approvals have been received, the employee should complete a flexible work arrangement agreement form. All signatures must be received prior to submitting the form to email@example.com.
Remote Work Outside of the U.S.
In general, remote work is not permitted in foreign jurisdictions. Requests for international remote work due to special circumstances must be submitted and reviewed by human resources, general counsel, the vice president or dean for the requesting area, the Office of International Students and Scholars (OISS), the Office of Information Technology (OIT) and payroll. Requests for international remote work must be critical to the university meeting its academic and research missions.
Out-of-State Remote Work
For fully remote work, the employee’s official work location will be their home address.
It is the employee’s responsibility to determine any potential tax and benefits implications of maintaining an alternate worksite at their home or other location. UNLV will not provide tax guidance, nor will it assume any additional tax liabilities. Individuals are encouraged to consult a qualified tax professional to discuss income tax implications and UNLV’s Benefits office for potential benefits changes.