UMSL is guided by the HR-522 Telework Arrangements policy, which allows for unit-by-unit decisions regarding telework arrangements.
This approach seeks to provide a flexible, nimble, and long-term approach to work arrangements that enhances our mission and culture. Supervisors and employees are encouraged to work collaboratively to develop telework and flex work arrangements that allow UMSL to excel in the day-to-day transactional work as well as to build upon the culture and experience we are creating for our students, community members, and other stakeholders.
Supervisors are asked to implement the telework and flex work options that best meet the needs and expectations of the unit (including its internal and external stakeholders), the various positions in the unit, and individual employees.
For example, some units may determine that certain positions can perform their work on a hybrid or fully remote schedule and find that allowing remote work increases the productivity of certain employees or allows the unit to attract and retain talented employees, while other units may determine that their stakeholders are best served by employees being on-site more regularly. Some units may determine that they can best support our mission by varying the start/end times of employees in order to better meet the needs of stakeholders or to reflect the seasonal nature of their work. Other units may offer four, 10-hour days to achieve similar goals. These are just a few examples of the many different approaches that units may consider.
Supervisors who would like support in considering what telework and/or flex work approach best suits their unit and its employees are encouraged to discuss with an HR partner.
All ongoing flexible work arrangements should be documented using the Telework form through Cherwell. However, employees and supervisors should consider following the process outlined below under Additional Resources.
Supervisor Development Series
Sample Process for a Flexible Work Arrangement
If request is granted:
If request is denied:
What are some different types of telework?
The three primary categories of flexwork are flexible locations (ie. hybrid/remote work), flexible hours (ie. summer hours, shorter lunch hour, varying start and end times), and flexible schedules (ie. 4, 10-hour days, Tuesday-Saturday).
How do holidays and leave days work for an employee on 4, 10’s?
One day of leave covers eight hours regardless of the employee’s work schedule. Thus, if an employee works 10 hours Monday-Thursday, and Tuesday is a holiday, that employee either needs to make up two hours on another day or take two hours of leave.
Do you have to offer the same flexibility to everyone in the unit?
No. You may come to different flexible work arrangements for different employees in your unit. However, you should have a logical reason based on the requirements of the role or the past performance of the employee to justify differences.
How do you decide which flexible work options are best for particular positions or employees?
When making decisions about about flexible work arrangements, we recommend consulting the optional tool kit information above. The flexwork request form, telework request evaluation form, and the Supervisor Series: Unit, Position, Person Presentation - linked in the Additional Resources section - all contain guidance on how to make position and person flexwork decisions. If you’d like additional guidance, please feel free to reach out to your HR partner.
What are the required forms?
The only required form is the UM System Telework form. All flexwork arrangements (not only hybrid/remote arrangements) should be documented through the UM System Telework form. The Telework Form is completed through Cherwell.
Can I use flexible work arrangements in place of the ADA/FLMA process?
No. If an employee is requesting a flexible work schedule due to a physical or mental impairment or serious health concern, please direct them to the ADA and/or FMLA process.
How do I monitor performance with employees on flexible schedules?
While measuring performance will vary based on the unit, position, and person, here are some things to consider:
Why is UMSL committed to flexwork?
UMSL supports flexwork because it allows the university to recruit and retain top talent, recognize the varied needs across campus, create vitality for our stakeholders, and support the morale and work-life balance of our employees.
How will UMSL meet the needs of its on-site stakeholders?
Meeting the needs of our on-site stakeholders such as prospective students and their families, current students, alumni and community members remains a top priority for UMSL. Therefore, offices will remain open and staffed during regular business hours. Furthermore, faculty and staff will continue to be engaged in campus and unit events.
Who decides if flexwork will be implemented for a unit, position and person?
The unit leader makes decisions that best meet the needs of their unit.
How will a leader decide if an employee is eligible for flexwork?
The unit leader will review the goals of the unit, the responsibilities of the position, and the aptitude of the employee. The leader will also review the campus expectations, the supervisory approach, and the team’s effectiveness. The goal is to meet the needs of the university and, when possible, offer flexibility to the employee.
What support for flexwork is available to supervisors and employees?
HR provides training and resources to both supervisors and employees to help in determining if flexwork is appropriate.
Will all positions in a specific job code be eligible for flexwork?
Unit leaders will determine the flexwork approach that best meets their unit needs. Therefore, employees in the same title but different units may have different flexwork options.
***If you have questions about flexwork, please reach out to your HR partner.
