灵活工作政策工具包

The University of Denver (DU) thrives by bringing together diverse staff, faculty, 和学生参与学习, scholarship, co-curricular activities, athletics, creative work, and research. As a residential community with in-person learning and research, the University is committed to a vibrant campus experience. To that end, 大学认识到，灵活的工作安排对大学和员工都有好处，只要这些安排在操作上是合适的. Providing flexible work options may result in increased employee job satisfaction and retention, employee productivity, 提高招聘效果. Click the button below to view the full Flexible Work Policy

 

员工弹性工作制

 

Training & Learning Sessions

请查看我们两次会议的录像.

Video for Supervisors

一般雇员短片

弹性工作制申请表说明

 

• 分科审议

  而人力资源和包容性社区(HRIC)则为实施提供建议, 根据每个单位的部署和操作成功, 各司有责任确定维持可持续工作时间表的最佳方法.

• Policy Overview

  • Flexible Work may include flexibility associated with work locations and/or schedules.

  • Flexible Work arrangements must be memorialized in writing, 包括开始和结束日期(完全远程工作角色除外)，并遵守所有适用的法律法规, 包括但不限于《公平劳动标准法.

  • 在弹性工作安排下工作的员工必须令人满意地履行所有工作职责，并遵守所有适用的大学政策.

  • 每个学院/学校/单位将决定为其单位的员工提供哪些弹性工作选择. To do so, 单位领导将为单位制定一个灵活的工作计划，确定哪些员工职位符合条件，并遵循以下原则.

  Please review the 员工弹性工作制政策的完整信息.

• 工作地点安排

  While the majority of duties for positions at the University are performed on campus, 在某些情况下，为了学校的最大利益，某些员工在校外有一个官方指定的工作地点. 工作地点安排一般可定义为:

  On Campus: 员工的官方和主要工作地点被指定为校园，并需要定期到现场.

  Remote: 员工的正式和主要工作地点在校外(不是在大学拥有或租用的工作场所). 员工可以定期远程工作，但需要来学校参加会议和其他活动

  Hybrid: 员工有一个明确的时间表，在这个时间表中，每周或每月有几天在他们在校园的官方和主要工作地点工作，有些日子在官方的远程地点工作.

  Each work location arrangement may support the use of the Flexible Schedule arrangements. 如果员工想要改变校外工作地点，必须及时通知主管.g.，因为雇员打算搬到新的住所).

  Please review the 员工弹性工作制政策的完整信息.

• 灵活的时间安排

  无论工作地点如何, 单位可以考虑灵活的时间表安排，以满足单位和员工的需要。. 弹性工作安排包括弹性工作时间, 压缩的工作时间表, 修改了每周的工作时间表.

  Flex Time

  弹性工作时间的使用让员工有更多的机会平衡他们的工作和个人责任. 它还提供了扩大工作区域开放工作时间的机会.

  • 弹性工作时间提供了设置工作开始的选项, end and/or meal times, typically with a designated core period during the day when all staff members are present or working. 它也可以允许在一天结束的时候休息，这样员工就可以早点下班. 弹性工作时间的一个例子是，一名员工要求早上6点开始工作，这样他们就可以早点下班, while another member of the same team may choose a 10 am start time and work until later in the day.

  • 弹性工作时间的一种变体是分开的工作时间表, under which the work day is split into two distinct segments. Typically, a split work schedule involves an employee starting work earlier than normal, having a break of at least 2 hours during the middle of the day, 比平时晚结束一天的工作.

  压缩的工作时间表

  压缩的工作时间表允许员工在更少的工作日内为该员工的角色工作预期的每周工作时间. For example, 全职员工可以工作四天来满足每周工作时间的要求，而不是五天的工作时间.

  Modified Work Week

  While the University generally defines its work week as Monday through Friday, 重新定义工作周的开始和结束时间可能符合单位和员工的最大利益. 每个双周工资周期由两周组成. 根据修改后的工作周安排, a non-exempt (bi-weekly) employee who normally works five days each week of the pay period could, for example, be assigned to work three days in week one of the payroll cycle and seven in the second week. A unit would need to consider that such an arrangement would likely result in overtime payments.

  一个单位在特定情况下对工作周的修改不会改变大学对工资单目的工作周的定义, its pay dates, 或者一个工作周内加班的计算方法.

  Please review the 员工弹性工作制政策的完整信息.

 

常见问题

 

General Questions

 

• 我如何找到我的HR(人力资源)合作伙伴?

  You can send an email to AskHRPartners@ospifse.net, and we will have the HR Partner for your unit reach out to you. We are transitioning unit’s HR Partners now, so there may be inaccurate information on our website. 

• I have questions about the Flex Work Policy, who can I speak with about it?

  有关弹性工作制政策的问题可以由您所在单位的业务主管或人力资源业务合作伙伴回答.

• I have questions about my unit’s Flex Work Plan, who can I speak with about it?

  Questions about your unit's specific plan can be answered by your unit’s Business Officer or your manager. 

• I do not agree with my unit’s Flex Work Plan, who can I speak with about it?

  你可以和你的人力资源业务伙伴谈谈.

• 我有个同事在另一个部门, 他们的单位弹性工作计划是不同的, 计划怎么会不同呢? 我们不是都得遵守学校的规定吗?

  该大学的弹性工作政策是全面的，允许单位层面的灵活性，以便单位领导做出最适合其员工的决策. Consequently, units are not required to adopt Flexible Work or can limit its 根据操作需要应用. 

• 如果我需要改变我的混合工作时间表怎么办? 这可以在任何时候做吗?

  联系你所在单位的商务官, they will be able to provide you with information on changing 混合型工作时间表.

• 如果我不确定我的职位是否有弹性工作时间，我该去哪里了解更多信息?

  与你的主管讨论这个问题 if 他们不确定，包括商务官员. The policy accounts for a variety of flexible work options, 除了混合和远程工作.  Some positions due to the nature of their role and responsibilities may not avail themselves to flexible work options.

• 如果大学因恶劣天气或其他事件而关闭，而我有远程安排或远程工作, should I carry out my duties in a remote fashion or cease work since the University is closed.

  Please discuss with your supervisor as to the direction they want the unit to take. If the university is closed and employees who are ready, able and willing to work exempt employees 是否支付他们的正常工资. 非豁免雇员 在这种情况下，请与您的经理协商.

• 作为一个领导混合型工作团队的经理，有什么建议可以同时支持混合型员工和现场员工?

  建立信任和包容:  远程员工可能会觉得那些在办公室的员工有更多的机会接触到领导和其他团队成员. One-on-One meetings 对于所有员工来说，加强联系变得更加重要，每个人都在同一个团队和整体一致性.  

  Communicate often:  Managers must pay attention to and meet the personal needs of each team member. The heightened focus on demonstrating empathy and genuine caring for each team member’s wellbeing can be demonstrated by discussing practical operational needs and inter所有成员的个人需求.  

  Focus and Accountability: Focusing on outcomes rather than processes or “we have always done it this way”, needs to be the priority. 这适用于远程和现场员工. Letting go of administrative processes and focusing on outcomes demonstrates greater consistency in managing and trust amongst all employees. 

  用同理心战胜倦怠: Managers need to remain vigilant about how employees are feeling about 他们的工作量和工作与生活的平衡. Continue asking employees how they feel on a consistent basis. 如果你发现员工正在经历不平衡, work with them (and your HR Partner as needed) to re-balance and support them.

  在混合团队中工作需要所有成员以某种方式适应，并质疑他们对团队中谁工作“最努力”的看法. 面对面和远程环境都有不同的压力，重要的是要认识到这些压力，并公开和诚实地解决它们. Asking questions, providing support, and addressing misconceptions are all good starting points. 在整个过程中，你的人力资源伙伴是一个巨大的资源.

• 作为一名远程员工，你有什么建议可以帮助我在学校的工作和成长中取得成功?

  Communicate proactively with your teammates and manager; clarify expectations from your manager and co-workers; set regular work hours and update calendar so people know how to connect with you; structure your days; create a dedicated work space as is practical and do not minimize self-照顾，如有规律的休息、午餐时间等;.

 

American with Disabilities Act (ADA) Accommodation Questions

 

• A family member in my household is immunocompromised or is considered high risk by CDC standards, 我可以要求在家工作吗?

  DU遵循建议 guidelines 疾病控制中心 (CDC) and the Colorado Department of Public Health and Environment (CDPHE) to assess COVID-19 risks. As COVID-19 has 从大流行转变为地方病， there are no ADA accommodations for employees with 免疫功能不全的家庭成员 as the ADA applies only to the employee’s own health condition. 

• Can I request an ADA Accommodation (be it temporary or permanent) for my disability?

  Some ADA accommodations may be provided on a case-by-case basis and may require 供批准的医疗文件. 请通过以下方式与ADA协调员联系 ADA.Coordinator@ospifse.net or at 303-871-3941 to start the interactive process. 

• If I am in a high-risk category as defined by CDC, am I required to return to work?

  Depending on your circumstance, you may be eligible for ADA reasonable accommodation, which can include flexible work arrangements or a period of medical leave. 请通过以下方式与ADA协调员联系 ADA.Coordinator@ospifse.net or at 303-871-3941 to start the interactive process. 

• Will DU supply disability-related assistive technology for employees working remotely?

  Yes, all necessary assistive technology tools will be provided to employees that need 从他们的家或替代的工作环境. 请通过以下方式与ADA协调员联系 ADA.Coordinator@ospifse.net 或致电303-871-3941要求任何辅助技术.

• DU会为员工提供符合人体工程学的家具吗?

  Depends on the need. 我们建议与你们部门联系al leader or supervisor first to inquire 正规赌博十大平台排行你在家工作的特定家具 setup. If it is about a specific disability need, please contact the ADA Coordinator at ADA.Coordinator@ospifse.netor at 303-871-3941.

• 如果我和以前的雇主有504住宿计划，并且我开始在正规赌博十大平台排行工作, what do I need to do?

  请通过以下方式与ADA协调员联系 ADA.Coordinator@ospifse.net 或致电303-871-3941开始互动过程.