A supervisor should consider the following when approving a flexible work arrangement:

• Determine if the duties and responsibilities of the position are conducive to a flexible
  work arrangement
• Ensure the employee knows that is it expected that their quality and quantity of work
  must be maintained.
• Determine an appropriate flexible work arrangement that works best to support the
  department and university needs.
• Determine what equipment, if any, will be required to support the change.
• Provide resources to support the employee in case they encounter technical problems.
  Establish expected communication methods and frequency

When reviewing a flexible work arrangement, consider the following:

Operations criteria of the department:

• The department can maintain productivity and quality of service for students, faculty and other university community members.

• The arrangement will not negatively impact department’s culture, objectives, goals or workforce and leadership development activities.
• The employee has demonstrated sustained high performance, and when the supervisor believes the employee can maintain the expected quantity and quality of work while working remotely.

Possible expenses:

• Courier services to deliver supplies or documents to a remote worker.
• Equipment or supplies such as a laptop an employee can use in multiple locations.
• Reallocation of work to other employees on days that the employee is not in the primary work location.
• Special costs are associated with work performed remotely from another state or country.

      Examples

• Transportation or travel costs if required.
• State-law requirements—employment taxes, additional workers’ compensation insurance, salary requirements or local requirements to provide equipment or supplies.

See Supervisor Guidelines for tips on managing employees on a hybrid or full remote work schedule.