Department of Human Resources

flex work arranngemennts

Flexible (flex) work arrangements (Policy 7.3) may permit eligible FAU employees to fulfill the established duties and responsibilities of their positions through alternative schedules or work locations, differing from the traditional on-campus workday and workweek. Carefully planned flexible work arrangements can have many benefits, including increased productivity, competitive recruitment, and retention, improved environmental sustainability and effective space utilization, and streamlined financial efficiency. These benefits aid the University with maintaining vibrant campuses and sites with effective staffing to support students and other key University constituencies. 

Flexible Work Arrangements are available to all non-temporary staff, including Executive Service; Administrative, Managerial and Professional (AMP); and Support Personnel.  In-Unit Faculty, Adjuncts, and OPS/temporary employees are not eligible for a flexible work arrangement.

Definitions
Flexible Work Arrangement

A schedule that falls outside of the unit’s usual schedule. Flextime work arrangements are not the same as an occasional need for flexibility and employees must be present at their University Workplace during specific timeframes set by the unit. A Flextime Work Arrangement must require 100% of an employee’s weekly schedule to be on campus.
Flexible Work Agreement

A document that memorializes/establishes the terms of a flexible work arrangement. Requests for a FWA must be submitted and reviewed every 6 months. The President, or their designee, will consider the Vice-President/Dean’s recommendation and has final decision-making authority to approve or deny FWA requests.
Good Standing An employee who is not on a probationary period, has not received a notice of separation, is not currently on a Performance Improvement Plan, has not received less than a 3-Good on their last evaluation, and has not received a notice of discipline in the preceding two (2) calendar years. 
Hybrid Work Arrangement A work arrangement in which the employee’s work occurs no less than 80% at the employee’s University Workplace on campus and no more than 20% from an off-campus location. Hybrid work arrangements require justification based on extraordinary circumstances.
Remote Work Schedule A work arrangement in which the employee’s work occurs 100% from an off-campus location with a maximum duration of 6 months per approval. Remote Work Schedules require justification based on operational need impacted by extraordinary circumstances that are unusual or unexpected.
University Workplace An employee’s workplace on any University campus or site, designated as the primary work location for the employee.

Eligibility and Applicability

Eligibility

Staff in good standing: 

  • Not on a probationary period.
  • Has not received a notice of separation.
  • Has not received less than a 3-Good on their last evaluation
  • Not currently on a Performance Improvement Plan.
  • Has not received a notice of discipline in the preceding two (2) calendar years.
Applicability

Many jobs, roles, or positions are not suited for a flexible work arrangement.

Employees under H-1B or other work visas may not be eligible for some flexible work arrangement options. Please consult the Center for Global Engagement for more information.

Process

In Workday: Request Flexible Work Arrangement

Refer to the Workday Job Aid: Request Flex Work Arrangement

Things to know

The University reserves the right to modify or discontinue flexible work arrangements as the University’s operations, strategy or vision changes. 

Flexible Work Arrangements consist of the following schedules: 

  • Flextime
  • Hybrid
  • Remote 

All arrangements are subject to review every 6 months 

Expenses and incidental costs to work effectively such as, but not limited to, off-campus office maintenance, office furniture, equipment and internet service, shall be borne by the employee.

New hires may be eligible only after working a minimum of 120-days on-campus to establish a baseline of performance and integration.

A reversion to a full on-campus schedule may be made at any time with a 15-calendar day notice period. 

Resources 
  • FAQ

Visit our  Flexwork Frequently Asked Questions. Additional questions can be directed to  emprels@fau.edu.

Flex Work FAQ

For Employees

You will discuss first with your direct supervisor. Use considerations to create the proposal by sending a request through Workday.

No, you will not be able to bring your sit/stand desk from your office home.

Virtual meeting expectations must follow each department’s guidelines.

If you have enough work that can be performed without internet access then yes. If not, you must submit annual leave or unpaid leave time off.

A supervisor shall request modification or termination of arrangement with advance notice of at least 15 calendar days. Less notice may occur in emergencies.

There is no appeal process. Departments are not required to give reasoning for denial and not all positions are suitable for flexible work.

All levels of approval must occur before the arrangement is executed. You cannot begin until fully approved and scheduled.

No, unless your position requires the department to provide equipment such as a laptop.

No. Hybrid schedules must include a minimum of three full days onsite per work week.

No. Hybrid and flextime schedules must be fixed and not fluctuate. Total work hours cannot change.

No. Employees must go through the ADA accommodation process through the Office of Equity and Inclusion.

Upload documentation in Workday. Major changes require a new request and approval.

Time must be submitted in blocks matching your schedule (e.g., 10 hours). Leave requests follow the same structure.

The arrangement is the request process. The agreement is the finalized approved schedule.

The manager’s manager will handle approval, and Employee Relations will reassign the request.

For Managers FAQ

Supervisors must provide at least 15 calendar days’ notice, except in emergencies.

Use technology, build relationships, recognize achievements, gather feedback, and keep staff informed.

Upload documentation in Workday. Major changes require a new request and approval.

Consider workload, employee capability, equipment, workflow impact, monitoring ability, and benefit to the department.

The arrangement is the request process; the agreement is the finalized approved plan.

Stay connected through technology, show employees you care, build relationships through casual interactions, recognize their achievements, ask for and listen to feedback, set employees for success, keep them in the know.

No, unless the position requires you to provide equipment such as a laptop.

These arrangements can be reassigned to your manager while you are on leave.

Employee Relations needs to be notified to reassign the requests for each step on the business process that the request would land on the direct manager’s WD inbox.

BizLibrary is an e-learning platform designed to help employees achieve their personal and professional development goals. It provides an opportunity to reskill and upskill employees while providing them with new opportunities to learn and grow. BizLibrary makes learning engaging, impactful and convenient.

With a user-friendly interface as well as training curricula and modules, employees can easily track their progress and review their completed modules.
There is a wealth of courses which are tailored to employee training and development and engage employee at all levels.
The training library contains thousands of micro-learning videos, video courses, interactive videos and eLearning courses covering a wide variety of topics. The library also includes additional support materials to further increase learning retention.

FAU will utilize BizLibary as its primary learning platform for all full-time employees. As the main learning platform, employees will have a “one-stop-shop” to quickly view required and recommended trainings, including tracking their progress towards completion.

LinkedIn Learning and BizLibrary are both online platforms that offer training and educational resources, but there are key differences.

Access and Usage: BizLibrary is accessible to full-time and OPS employees and is intended to manage and track employee trainings. In addition, BizLibrary will enable supervisors to set employee training needs and/or development opportunities where additional skillsets may be required, in cases for employee developmental needs, promotion, or progression. LinkedIn Learning is accessible to all employees and students and is an additional resource for online learning modules or trainings.
Content Focus: LinkedIn Learning primarily targets individual professionals and businesses seeking to develop skills in business, technology, and creative fields through expert-led course videos. In contrast, BizLibrary specializes in providing tailored employee training solutions for organizations, covering areas such as compliance, leadership, and soft skills development.
Content Format: While LinkedIn Learning offers a broad range of courses delivered primarily through video content, BizLibrary offers diverse learning formats including micro-learning videos, interactive courses, and eLearning materials to accommodate different learning preferences and supervisors are able track progress of their respective teams.

BizLibrary @ FAU is called “Owlsley’s Classroom.” This is your landing or home page when you sign on.

You will access Owlsley’s Classroom via Single Sign-On (SSO) authentication. Please see link below.

https://fau.bizlibrary.com