Definition and Examples of AWAs
An Alternative Work Arrangements (AWA) is any arrangement which is different from the department's norm and which accommodates the needs of the employee and the department. There are a variety of options in AWAs that may work for staff and supervisors. Alternative Work Arrangements may include flexible scheduling such as:
Working a different schedule (e.g., 7:00 am to 3:30 pm instead of 8:30 am to 5:00 pm);
Working a standard work week over three or four days (compressed work week)
Establishing, Reviewing and Discontinuing AWAs
If an Alternative Work Arrangement is approved, AWA will be made for a predetermined period of time which can only be extended by mutual agreement of the department and employee. The department will evaluate the effectiveness of the AWA after at the latest three months, then six months and at every annual performance review. Performance evaluations for employees on AWAs will follow the regular University schedule and salary increases will not be affected by the fact that an employee has a different work arrangement.
If the supervisor or department head who approved the AWA leaves the supervisory position, AWAs in that area will be reviewed, and either continued or canceled at the total discretion of the new supervisor.
Special Employee Requirements under AWAs
It may at times be necessary for employees on AWAs to work a regular schedule, attend important meetings, or participate in training sessions which are outside of the alternative work schedule. The employee's supervisor will attempt to give reasonable notice when special meetings or a different work schedule are necessary, but it will be the responsibility of the employee to know what is required and make appropriate arrangements to attend.
Employees with Alternative Work Arrangements who work reduced hours in the office may have to share office space and/or equipment.
Benefits and Pay Implications of AWAs
Employees will receive the same pay and benefits as they would if they were working the same number of hours per year without special arrangements. Employees sharing a job can be paid different salaries based on their background and experience as they relate to the requirements of the position.
The supervisor may extend the same development opportunities and training to employees with AWAs as are offered to employees working regular schedules.
An Alternative Work Arrangements (AWA) is any arrangement which is different from the department's norm and which accommodates the needs of the employee and the department. There are a variety of options in AWAs that may work for staff and supervisors. Alternative Work Arrangements may include flexible scheduling such as:
Working a different schedule (e.g., 7:00 am to 3:30 pm instead of 8:30 am to 5:00 pm);
Working a standard work week over three or four days (compressed work week)
Establishing, Reviewing and Discontinuing AWAs
If an Alternative Work Arrangement is approved, AWA will be made for a predetermined period of time which can only be extended by mutual agreement of the department and employee. The department will evaluate the effectiveness of the AWA after at the latest three months, then six months and at every annual performance review. Performance evaluations for employees on AWAs will follow the regular University schedule and salary increases will not be affected by the fact that an employee has a different work arrangement.
If the supervisor or department head who approved the AWA leaves the supervisory position, AWAs in that area will be reviewed, and either continued or canceled at the total discretion of the new supervisor.
Special Employee Requirements under AWAs
It may at times be necessary for employees on AWAs to work a regular schedule, attend important meetings, or participate in training sessions which are outside of the alternative work schedule. The employee's supervisor will attempt to give reasonable notice when special meetings or a different work schedule are necessary, but it will be the responsibility of the employee to know what is required and make appropriate arrangements to attend.
Employees with Alternative Work Arrangements who work reduced hours in the office may have to share office space and/or equipment.
Benefits and Pay Implications of AWAs
Employees will receive the same pay and benefits as they would if they were working the same number of hours per year without special arrangements. Employees sharing a job can be paid different salaries based on their background and experience as they relate to the requirements of the position.
The supervisor may extend the same development opportunities and training to employees with AWAs as are offered to employees working regular schedules.
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