Flexible Work Arrangements

Workplace flexibility is a crucial driver of employee well-being and performance. 

At UC Davis, workplace flexibility it is managed through Flexible Work Arrangements (FWAs). They help to reduce turnover, lower absenteeism and increase job satisfaction. FWAs promote diversity and inclusion, cross-training, and have a positive impact on workplace culture, morale, employee recruitment, engagement and retention. 

Flexible Work Arrangements supports three campus initiatives: Principles of CommunitySustainability and Wellness

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 their workday. Employees still work the same number of scheduled hours as they would under a traditional schedule.
  • Remote Work: 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. Also referred to as "flexplace."

Proposals for FWAs should focus on results, predictability, reciprocity and how the work will be accomplished without negative impact on coworkers 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.

Download: Flexible Work Definitions, Options, and Considerations 

Forms and Guidelines 

  • Guiding Principles of Flexible Work Arrangements
  • > Flexible work is a mutually beneficial business strategy.
    > Flexible work is a resource to improve productivity and morale. 
    > The university needs remain the priority. The arrangement must align with the office or department’s goals, including productivity, cost effectiveness, and service to internal and external customers.
    > The job tasks must be adaptable to the flexible arrangement.
    > The individual's prior performance must support the requirements of the flexible arrangement.
    > Performance is evaluated on results, not when or where you work.
    > Flexible arrangements must themselves remain flexible.
    > Flexible work requests are to be evaluated on a reason-neutral basis.
    > Flexible arrangements are to be transparent, equitable, and communicated to all.
    > Flexible arrangements are to be documented, regularly evaluated, and are subject to termination.
    > Flexibility is a partnership with all parties affected.