Flexible Workplace Options FAQs

• Supervisors and department leadership will be your best source for information on the status of Flexible Work Options for your area.
• Timing of implementation will vary depending on a number of factors related to department operations and readiness for expanding Flexible Work Options.

• At the beginning of the new fiscal year (July 1st).
• When an employee has a change in supervisor.
• When an employee has a long term and consistent change to their work schedule.
  • Temporary and short term changes can be discussed and agreed upon between the supervisor and employee.

• The supervisor can terminate or amend the agreement based on a number or reasons, including operational changes, staffing changes, leadership changes, performance, etc.
• If the termination or change to the arrangement is involuntary, the supervisor must provide notice in writing to the employee within a reasonable timeframe.

Flexible work will impact positions and individuals differently based on the services a department provides, position responsibilities, and individual performance. Some positions and individuals that are not eligible to work remotely and will require fully onsite work.

Supervisors are encouraged to consider what other flexibility might be available, on a case-by-case basis (e.g. flexible scheduling, occasional remote work, etc.) to support the needs of their employees.

Unless a position is required to work remotely, NAU is not required to provide university equipment. Departments are encouraged to provide university equipment where possible. Employees who have a hybrid/remote work agreement must have adequate equipment to use at their remote site to work successfully. Employees who have university equipment at home are required to follow university policies and fill out the Off-Campus Use of Equipment form found on the Off-Campus Equipment Use site.

High speed internet access or functioning internet is required to work remotely. The hybrid/remote employee must provide their own Wi-Fi connectivity.

You should discuss options with your supervisor regarding equipment and access. For information on safely connecting from a remote location and how to get technology tools in place, visit the Information Technology Services (ITS) Tools and Technology page.

• Remote work does not change an employee’s obligation to follow their approved work schedule and reporting of hours worked or leave taken.
• Non-exempt employees must report all hours worked, including overtime. Overtime work must still be approved in advance by a supervisor.
• Exempt employees must follow their approved work schedule and work with their supervisor on any changes to that schedule.

Employees are encouraged to address concerns first with their supervisor and then within their chain of command, such as unit head, department head/chair, and vice president/provost.

• Departments must obtain that approval from their Vice President and also submit an Out of State Employee Approval Form to Human Resources.
• And a department must obtain request approval from Human Resources for an employee to work out of state, primarily due to the complexity of state-specific laws and associated costs.
• All approvals must be obtained before an employee is hired or allowed to work from a state other than Arizona.

• All performance issues concerning employees must be addressed by the supervisor, no matter what location. HR Employee Relations & HR Business Partner team can assist supervisors with staff performance concerns.
• Faculty performance concerns are addressed with chairs, deans, and the Provost’s Office.

No. The Flexible Workplace Options program is evaluated and implemented at the unit level and will vary by department needs. There are a number of factors that need to be considered including leadership support, need for in-person services, other staff schedules and requests, individual performance, technology needs and availability, etc.

No. Supervisors and departments are encouraged to consider a variety of flexible and remote work options. Some positions may require a schedule that is primarily on-site every day, whereas other scenarios may be suited for hybrid or primarily remote work arrangements.

Yes.

• Based on space availability and work schedules, university employees may be assigned a dedicated workspace or need to share an office or workspace on-site.
• Fully remote employees are not assigned an office space and may need to use “swing-space” or reserve a conference room when they need to work on-site.
• Individuals working 3 to 4 days remote, or are working the majority of their standard work week remote, will need to work with their supervisor on shared or “swing-space” workstation while on-site

No. Supervisors and departments are encouraged to consider a variety of flexible and remote work options. Some positions may require a schedule that is primarily on-site every day, whereas other scenarios may be suited for hybrid or primarily remote work arrangements.

Some departments have identified office sharing for hybrid and on-site staff. The employee should work with their supervisor to discuss this arrangement and submit a new Flexible Workplace request form when a new arrangement is finalized.

The employee should work with their new supervisor and the new department to assess suitability, identify an agreed upon work arrangement and submit a new Flexible Workplace request form.

• It is essential that supervisors work with individual employees and consider the whole team objectively when evaluating work arrangements.
• When possible, supervisors should consider a group of proposals together which ensures a process that is consistent and transparent. Remote, hybrid, and flexible work should have either a net-positive or net-neutral effect on business results and the work environment.

• To modify your current request on file through OnBase, please submit a new form. When a new form is submitted and finalized the old record will become inactive.
• A request should reflect an employee’s regular reoccurring schedule. For example, if you work one schedule in the Fall Semester and another in the Spring Semester, please submit a separate form for each semester.

The core work hours are the hours that most employee schedules should include.  Working 9:30 am-3:30 pm is only six (6) hours per day and full-time regular employee schedules are (8) eight or more hours per day. Most regular employee schedules should start between 7:00 am-9:30 am and end between 3:30 pm-7:00 pm.  Having core work hours helps the institution maintain service levels during those hours and assist in being able to plan meeting events.

NAU’s general business hours remain 8:00 am – 5:00 pm. Supervisors have flexibility of scheduling employees in a fair and equitable way as long as most employee’s work hours include the 9:30 am – 3:30 pm core work hours.

No. Core work hours only serve as a guideline. Regularly or case-based working hour requirements are determined by supervisors and university needs.