Do you know...
- flexible work options positively affect retention efforts, worklife balance, workload, staff commitment, productivity and the overall work culture; all areas assessed by Working at IOWA.
- A University of Iowa assessment demonstrated that flexibility increased productivity, reduced sick leave, maximized office space, enhanced work processes, heightened staff enthusiasm and saved supervisor time.
For Flexible Work Options to be effective, an organized approach is needed; one that benefits both the University and staff members.
To assist departments to use flexible work options as a strategic management tool, University Human Resources offers
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Options & Toolkit (opens new page)
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Examples of Flexibility: What is it and What it is not
- Benefits, Challenges and Resolution/Address
Consultation
- For departments wanting to establish a standardized decision making process and/or to implement a Return on Investment (ROI) assessment
- For a staff member requesting a Flexible Work Option,
contact Family Services Office at familyservices@uiowa.edu.
To review the policy on Flexible Work Arrangements in the Operations Manual, see http://www.uiowa.edu/~our/opmanual/iii/24.htm.
UI Examples of Flexible Work Options
What is it
- A professional staff member requests a three week FMLA leave to care for an aging family member. During the same 3 weeks, a newsletter is to be designed. With the agreement of the staff member, a telecommuting/part-time option is integrated into the leave.
- A department wishes to maintain a valuable, skilled publisher whose spouse has accepted a position out of the area. A telecommuting arrangement has been established.
- A staff member attends physical therapy appointments over a two month period of time. The staff member begins work one hour earlier, attends the appointment, and then returns to work fulfilling hours to be worked.
- A department has programs that require professional and scientific staff to work extended hours on weekends and evenings fall and spring semesters. When on-campus during the normal work week, the staff members have attendance flexibility.
What it is not
- The staff member is on vacation or is ill and decides independently of the supervisor to do work, thus wanting to reduce the amount of vacation or sick leave taken. No request was submitted or approved.
- A staff member changes the work day schedule without letting the supervisor know. While those in a merit position will seek approval, it may be less obvious for a professional and scientific member. It is always best for the professional and scientific staff member to discuss expectations and/or inform the supervisor.
Related Resources
- Workplace Consult/Redesign - http://www.uiowa.edu/hr/workconsult/index.html
- Faculty & Staff Disability Services - http://www.uiowa.edu/hr/fsds/
- Information Technology Service - http://its.uiowa.edu/
- Workforce and Workload Planning Toolbox - http://www.uiowa.edu/hr/workconsult/toolbox/
- AFSCME Contract - afscme_contract_09-11
- SEIU - seiu0911
Our web site has links to many other programs and services, both University and community based. You are subject to that site’s privacy policy when you leave our site. References in the Family Services Office web site to any other specific program, service or entity does not constitute an endorsement or recommendation by the University. The University of Iowa is not responsible for the contents of any “off site” web page referenced from the Family Services Office web site.