The following guidelines apply to telecommuting arrangements: Staff may request a telecommuting arrangement or a manager may restructure a work schedule to create telecommuting. Telecommuting schedules must be approved in advance by the department and should be put in writing. For more details, see the Telecommuting Policy. Telecommuting may be applied to full-time and part-time positions. In general, telecommuting is a privilege which managers may grant under appropriate circumstances, to high-performing staff whose job responsibilities are suited to such an arrangement. Telecommuting entails regularly working outside of the office (for example, a work-at-home arrangement or a remote-access arrangement) for at least part of the work week. Keep a final draft and signed copy of the proposal for your records.If the FWA is approved, work with your supervisor to develop an implementation plan.Confirm benefits and payroll impact by calling the HR Benefits Service Center at 21, or meeting with your departmental administrator or HR manager.Submit the final draft of the proposal to your supervisor.Modify the proposal after the discussion, if necessary.Meet with your supervisor to discuss the proposal.Complete the Flexible Work Arrangement Proposal Form and submit it to your direct supervisor. Think about, and be prepared to answer questions on how such an arrangement would affect service delivery, deadlines, etc. Review the guidelines and requirements, your job description and your tasks. By taking ownership of the process, the staff member has more control and a greater stake in the arrangement’s success.Īssess your readiness for a FWA. Writing the proposal helps staff think through the issues from their own and other perspectives, and provides a document that staff and managers can use as a basis for discussion. Staff interested in a FWA should prepare a clear, realistic proposal that includes a strong business rationale for the arrangement. Each staff-initiated proposal goes through the same process, as described below, and is evaluated on its own merits.įor more information, see the FWA Policy. To request a flexible work arrangement (FWA), a staff member must complete a FWA proposal and submit it to the manager for consideration. Any hours in excess of 40 in a week will be compensated at the rate of one-and-one-half times your regular rate. Any hours between your standard hours and 40 will be paid at your regular hourly rate. If you work more than your standard weekly hours, you are entitled to be compensated for all hours worked. If you anticipate needing to work in excess of your standard hours, you must first obtain approval from your Principal Investigator or Chair or Director of the Institute or Center (Officers of Research) or your manager (Officers of the Libraries and Officers of Administration). The timesheet is available in the sidebar under Related Documents. Record of Hours WorkedĪ record of hours worked must be completed and submitted in accordance with your department’s process on a bi-weekly basis. For more details, see Overtime Pay for Hourly Officers. Hourly Officers are Officers of Research, Officers of the Libraries or Officers of Administration are categorized as non-exempt because they earn less than the applicable salary threshold by Federal regulation under the FLSA, or State regulation under the New York State Wage Orders. Hourly Officers are paid on a bi-weekly payroll schedule. Hourly Officers Record of Hours Worked form Pay Schedule
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