Flexible Work Arrangements

A Flexible Work Arrangement (FWA) simply means an alternative work structure and/or schedule.

RIT supports FWAs as a means to facilitate a desirable and productive work environment that supports the operational needs of the university while also being responsive to the changing professional and personal needs of our employees. It is a leadership decision on whether or not to pursue a FWA.

When planning for increased on-campus activity, colleges and divisions should decide which functions, positions (and people), and activities most need to be on campus to pursue an optimal student experience for the fall 2021 semester.

Types of FWAs

Full Remote/Partial Remote
Working outside of a traditional office setting all or partially.

Flexible hours
A set schedule that may deviate from “traditional” business hours

Compressed workweek
Employee’s standard weekly hours worked in fewer work days

Alternate workweek
Fixed hours per day, but days are other than Monday through Friday

Two employees share one position

Other arrangements
Mutually agreed upon by the employee and the supervisor

Requesting an FWA

Use the self-assessment to consider various impacts and remedies regarding flexible work arrangements.

  • Do core responsibilities require extensive face-to-face contact with customers, clients, supervisors, other employees, or the public that can only be accomplished on-site? If so, how much?
  • Do core responsibilities require ongoing access to equipment, materials, and/or files that can only be accessed on-site?
  • Do any of the core responsibilities require that the work be performed on-site and approximately how much time is devoted to those responsibilities?
  • Does a flexible work arrangement allow you to meet your performance goals, and the mission of the department and university?
  • When considering the details of your work and interactions with supervisors, customers and colleagues using a flexible work arrangement, what barriers, obstacles or challenges might prevent you from accomplishing/maintaining high quality services or work?
  • Considering your personal work style and situation and how it may influence your productivity or effectiveness, what will you need to do or change to be successful in a flexible work arrangement?
  • As you consider an alternate workplace relative to comfort, privacy, access to necessary equipment, freedom from noise and other distractions, is it conducive to productivity and effectiveness?
  • If you worked remotely in the past, and you, your supervisor or colleagues identified challenges, how will you remedy these?
  • In what ways might changing the hours of your work schedule impact your work, customers, clients or colleagues? What can you do or change to address these?

Information for Managers

More details for managers on FWAs is available on the Resources for Managers webpage.

Frequently Asked Questions

If an employee initiates a FWA request, leaders are expected to explore the employee’s request - why is the employee asking for a FWA, what the actual FWA request is and if the request is feasible. If the employee’s FWA request is not feasible, discuss alternate options. To request an FWA complete the Flexible Work Arrangements Request Form.

It is at the discretion of the leader as to how frequently a FWA is reviewed, however it is recommended a FWA be reviewed on a regular basis, at least annually.

Leaders have the discretion to adjust or reverse a FWA at any point should the needs of the business change. The leader is expected to discuss the expectations with the employee regarding any changes to their FWA.

Your immediate supervisor or manager and additional approval if required by Division/College.

Yes, supervisors would follow the same process as employees.

Any RIT community member can discuss a FWA with their supervisor and it will be up to the supervisor whether or not an FWA can be pursued.

The same approach exists for employees who work remotely. Non-exempt employees must record their actual time worked, and must also take required breaks and meal periods during the workday. Non-exempt employees who work unauthorized overtime or fail to take required breaks or keep accurate time sheets shall be subject to disciplinary action, including but not limited to withdrawal (or removal) of the FWA.

Equipment may include, but is not limited to computers, printers, internet connections, telephones and office furniture. If RIT provides the necessary equipment, the employee agrees to use all RIT-owned equipment for its intended purpose, in accordance with the manufacturer's instructions and in a safe manner. The employee also agrees to use RIT-owned equipment for business purposes only. The Receipt of RIT Information and Information Resources form should be completed and attached to the FWA document when the employee takes possession of RIT property for remote use. Please refer to the webpage section on remote access.

When working remotely, a dedicated workspace is vital in order to get into the proper frame of mind for completing your tasks. This includes a space free from distractions so that you can be successful.

No, FWAs do not change the basic terms and conditions of employment with RIT or the at-will nature of employment as defined by applicable federal and state law. All RIT employees are subject to RIT’s employment policies and procedures, including those set forth in the university’s governance policies, which can be found at http://www.rit.edu/academicaffairs/policiesmanual/. Responsibility for the day-to-day coordination and management of all employees will rest with the applicable department in which the individuals are assigned.

RIT is committed to supporting employees as they adjust to personal and professional changes. Our Employee Assistance Provider (EAP), GuidanceResources, is available to you and your family members 24 hours a day, seven days a week to assist you and your family with virtually any issue.

If, after reviewing all of this information there are still questions regarding FWAs or the need for further consultation, the Sr. HR Managers are a great resource to discuss FWAs.