Workplace Flexibility is a crucial driver of employee well-being and performance.
At UC Davis, it is managed through Flexible Work Arrangements (FWA). They help to reduce turnover, lower absenteeism and increase job satisfaction. FWA promotes diversity and inclusion, cross-training, and have a positive impact on workplace culture, morale and employee recruitment, engagement and retention.
Flexible Work Arrangement Options
- Compressed Workweek: an arrangement which condenses one or more standard workweeks into fewer, longer days.
- Flextime: an arrangement that allows an employee to alter the starting and/or end time of her/his workday. Employees still work the same number of scheduled hours as they would under a traditional schedule.
- Telework: 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.
Proposals for FWAs should focus on results, predictability, reciprocity and how the work will be accomplished without negative impact on co-workers and customers. Keep in mind that many jobs require employees to be on-site full-time or at regularly scheduled times. Managers and supervisors are not obligated to grant requests and some units may not be suited to FWAs.
Forms and Guidelines
- WorkFLEX Employee Toolkit, "When Work Works"
- Managing Flexible Schedules: What Successful Organizations Do, White paper, Sloan School of Management, MIT
- Making Your Case for Telecommuting: How to Convince the Boss, QuintessentialCareers.com
- How Work Flexibility Improves Productivity, The Business Case
- How Work Flexibility Improves Mental and Physical Health, The Business Case:
- Flexible Schedules Matter Across Demographics, Solutions at Work, Bright Horizons.
- Learn about and join the 1 Million for Work Flexibility movement to stay up to date on issues of workplace flexibility.