C. Employment
19. Flexible Work Alternatives. Within defined limits, the University System supports the application of flexible work arrangements for staff. This flexibility may be in the form of Flextime schedules, Flex-year positions and/or Teleworking. Each campus will establish and publish approval procedures for flexible work arrangements. In some instances, positions are assigned flexible work schedules. Alternative work schedules which are not assigned to a position require supervisory review and approval prior to implementation. The supervisor has the authority to establish conditions at the time the flexible work alternative is implemented. These conditions will be documented in writing for each flexible work arrangement. Due to the nature of faculty appointments, faculty members often work outside the office setting. In such cases, the individual is normally responsible for assuming the cost of their home electronic equipment, for computer security, and for continued compliance with USNH policies, including policies governing appropriate use of the information and data.
19.1 Flextime. Flextime is a change to a regular work schedule without changing the percent-time of the appointment. The supervisor has the authority to grant or deny a staff member's request for a flextime schedule, based on institutional policy. To ensure support for operational needs for the department/office, the supervisor may designate "core times/days" when all staff members are required to be present at work.
19.1.1 Non-Exempt Staff. For non-exempt staff, flextime is a change to the regular hourly work schedule by having an earlier arrival and departure time, or by working more hours per day for fewer work days. A position may be scheduled for flextime hours, or a staff member may discuss the possibility of a flextime schedule with her/his supervisor.
19.1.2 Exempt Staff. For exempt staff, flextime is a compressed work week, such as compressing the work of five days into four. Flextime schedules are typically granted for a limited time period in the summer or another specific period of time. An exempt staff member may discuss the possibility of a flextime schedule with her/his supervisor.
19.2 Flex-Year. Flex-year is the assignment of a non-exempt or exempt position to specific work and non-work periods during the fiscal year. The work periods may be fewer work hours/days for the fiscal year, or specific work and non-work periods during the fiscal year. In both cases, they result in appointments that are less than a full-time appointment, but at least 75%. For example, flex-year positions which provide support for academic or student departments during the academic year are typically 75 to 80% appointments. A staff member may request a change from full-time to a flex-year schedule. The supervisor has the authority to grant or deny the staff member's request, based on institutional policy. To ensure support for operational needs for the department/office, the supervisor may designate "core times/days" when all staff are required to be present at work.
19.3 Teleworking. Teleworking is an alternative work arrangement, initiated by a campus administrator, in which staff members use electronic media to interact with others inside and outside the institution and to perform tasks outside the normal work location for some portion of their work schedule. It is not applicable to all jobs. The number of work hours or days assigned to the position does not change due to a teleworking arrangement. Teleworking does not include work that is not intended to be performed at the normal work location, such as admissions recruiting, certain Cooperative Extension jobs, fundraising, athletics, and/or committee work. Teleworking requires continued compliance with USNH policies, including policies governing appropriate use of the information and data.
19.3.1 Institutional Emergency/Ad Hoc Teleworking. When an institution is not closed (i.e. curtailed operations are not in place), the CEO may declare teleworking an option for all staff or some staff for a limited time period to accommodate environmental conditions, such as flooding, snow, severe heat, etc.
19.3.1.1 Conditions. The CEO will announce options and restrictions related to staff teleworking during the emergency. Those teleworking are responsible for home computer security and maintaining confidentiality of data. No reimbursement is provided for the staff members' own computers or internet coverage. Workers' Compensation and professional liability apply. The CEO, supervisor, or the staff member may terminate the teleworking arrangement at any time.
19.3.1.2 Records and Reporting. Non-exempt staff must maintain records of hours worked and obtain pre-approval for any overtime worked during the emergency or ad hoc conditions. The supervisor is responsible for determining a method to measure work accomplished by staff during this time period.
19.3.2 Personal Emergency/Ad Hoc Teleworking. A staff member may request a temporary, short-term teleworking arrangement due to a personal emergency, medical issues, or environmental conditions. Evening and week-end work done by exempt staff is also considered ad hoc teleworking and is subject to the same conditions as noted above.
19.3.2.1 Conditions. When teleworking is a result of personal emergencies or medical situations, supervisors may grant or deny teleworking schedules on a case-by-case basis. If granted, the staff member is responsible for home computer security and maintaining confidentiality of data. No reimbursement is provided for the staff member's own computer or internet coverage. Workers' Compensation and professional liability apply. The supervisor or the staff member may terminate the teleworking arrangement at any time.
19.3.2.2 Records and Reporting. Non-exempt staff must maintain records of hours worked and obtain pre-approval for overtime. The supervisor is responsible for determining a method to measure work accomplished by staff during this time period.