A flexible work schedule (FWS) is a non-traditional working arrangement that considers an individual’s personal needs while effectively addressing and satisfying the university’s business needs. Flexible work includes more than just remote work arrangements.

51ԹϺ recognizes that providing workplace flexibility supports the well-being of our employees and helps the university achieve its goals.

Flexible Work Policy

All flexible work arrangements must adhere to the rules outlined in the 51ԹϺ Flexible Work Arrangement Policy.

Please note that the 51ԹϺ Flexible Work Policy applies to employees who reside in Nevada. See below for information about remote work outside Nevada and the U.S. Contact flexwork@unlv.edu to speak with a Human Resources representative about arrangements for out-of-state employees.

51ԹϺ Flexible Work Policy

Requesting a Flexible Work Arrangement

To request a flexible work arrangement, follow these steps:

  1. Discuss and agree upon a work arrangement with your manager
  2. Ensure your appointing authority is in agreement with your desired arrangement
  3. Complete the Flexible Work Arrangement Form in Workday

Types of Flexible Work Arrangements

There are multiple flexible work schedule options to meet individual employee and departmental needs.

  • Variable Work Week (flex schedule) - Work schedules that are different from the department’s standard operating hours (e.g., Monday through Friday, 8 a.m. – 5 p.m.)
  • Innovative (compressed) work week - An employee works longer hours in fewer days. Examples include:
    • Four (4) days per week, ten (10) hours / day
    • Four (4) days per week, nine (9) hours per day and one (1) day, four (4) hours per day
  • Temporary Flexible Time - A work alternative that provides the option of occasionally working from a virtual location (e.g., home or a different department or off-campus location) for part of the employee’s assignment.
  • Fully Remote Work (FRW) - A workplace arrangement where a position is one that is intended for the employee to work remotely without a physical worksite location designated by 51ԹϺ.
  • Temporary Remote Work (TRW) - A workplace arrangement where a position is intended for an employee to work from a location other than their official 51ԹϺ designated worksite for no more than three (3) days per week. Days should be consistent and agreed upon by the employee and manager.

Eligibility

The following are eligibility requirements for all flexible work arrangements except Fully Remote Work:

  • Full-time and part-time employees from the following classifications are eligible:
    • Administrative faculty
    • Classified staff
    • Letter of appointment
    • Graduate assistants
    • Postdoctoral scholars
    • Student employees
  • The employee must be employed at 51ԹϺ in their current position for no less than three (3) months prior to applying for a FWS
  • The job must be one that can accommodate such a request
  • The employee must demonstrate a work ethic that can support a flexible work schedule

Fully Remote Work Eligibility

Administrative faculty positions are classified as eligible or ineligible for fully remote work and notated on the position description.

Positions classified as eligible for fully remote work, must achieve and maintain satisfactory ratings during performance reviews.

A flexible work schedule may not be appropriate for all areas. Approval of a flexible work schedule is at the discretion of supervisors and the appointing authority for that area.

Sponsored international employees and their supervisors should contact International Student and Scholar Services at isss@unlv.edu or 702-774-6477 to discuss any immigration implications of flexible work schedules/remote work arrangements prior to final approval

Telecommuting / Remote Work Options

A pre-established predictable schedule for remote work. This may include:

  • Working remotely up to five (5) days a week
  • Working remotely on specific days, such as Monday - Wednesday. 

Either arrangement should be identified at the onset and specified in the Flexible Work Agreement Form.

Situational telecommuting allows employees to work remotely when situations arise that make telecommuting the best option. This is generally on an as-needed basis. Employees and supervisors can establish the parameters of situational telecommuting in advance by identifying critical factors such as the location and expectations while remote working. Employees do not need to complete a Flexible Work Arrangement Form, but must adhere to the Flexible Work Arrangement Policy.

Emergency telecommuting is used during a crisis or 51ԹϺ emergency in which you are not able to perform your duties on campus and your job responsibilities must be fulfilled to provide continuity of operations. The duration of the telecommuting arrangement is dependent upon the length of the emergency. You must adhere to the 51ԹϺ Emergency Remote and Flexible Work Arrangement policies.

Virtual Meeting Expectations

Virtual meetings are considered an extension of face-to-face interaction. As such, all employees are expected to follow the below guidelines when participating in virtual meetings:

  • Meetings with less than 10 participants: All cameras must be on
  • Meetings with 10 or more participants: Having cameras turned on is not required
    • All participants should be engaged whether their camera is on or off

Occasionally there may be circumstances that do not allow for cameras to be turned on, such as:

  • There is an interruption or distraction that needs to be addressed; or
  • The faculty or staff member is ill and approved to work remotely or is approved to work remotely to care for someone who is ill.

51ԹϺ provides to help address concerns regarding background locations.

Telecommuting Resources and Information

  • You and Working Remotely: HR Resources webpage

    Includes links to resources and information for employees and supervisors navigating a remote work arrangement.

  • Tips and resources from the Office of Technology about how to set up technology for remote work.

Checking out 51ԹϺ-owned Equipment

Before taking 51ԹϺ-owned equipment off university property, you must complete an equipment loan agreement. Work with your area’s asset coordinator to complete the appropriate documentation. Speak with your manager if you need help in identifying your area’s asset coordinator.

Space Allocation

51ԹϺ is not required to maintain space on campus for positions that are designated as fully remote. Employees can reserve hoteling offices and workstations to support flexible work schedules. Appointing authorities should consult with Human Resources and Space Management to determine the best approach for remote-eligible positions.

Employees that work remotely 50% or more of the time should not be assigned an individual office or work space. In these cases, offices and/or work spaces should be shared resources that may be assigned to multiple employees or identified as a hoteling space.

Remote Work Checklists for Employees and Supervisors

  • Have you checked out a laptop or desktop computer from the university for your remote office?
  • Do you have the office supplies (e.g., pens, highlighters, notepads, etc.) you need to complete your job duties?
  • Do you have a minimum internet connection speed of 50 Mbps?  Is your internet connection reliable enough to handle video conferencing, collaboration in Google, or other requirements for your job?
  • Do you have the necessary software (Adobe Creative Suite, Microsoft Office, WebEx, etc.) installed on your work computer?
  • Do you have an adjustable chair or a standing desk at your home work station to support your health and apply effective ergonomics?
  • Do you need a Jabber account to use your campus extension from home?
  • Have you discussed with your supervisor what communication methods you will use to collaborate effectively?

When determining if a flexible work arrangement is right for a position, ask yourself these questions:

  • Have plans been discussed with the hiring authority of your unit or department?
  • Does the job include managing people?
  • Do core responsibilities require ongoing access to equipment, materials and files that can only be accessed on campus?
  • Do core responsibilities require time in meetings or performing work on campus?
  • Does the client/customer relationship support a flexible work arrangement?
  • Does the employee regularly demonstrate that his/her approach to work is organized and dependable?
  • Does the employee have a complete understanding of his/her jobs and performance expectations?

Remote Work Outside of the U.S.

In general, remote work is not permitted in foreign jurisdictions. Requests for international remote work due to special circumstances must be submitted and reviewed by human resources, general counsel, the vice president or dean for the requesting area, International Student and Scholar Services, the Office of Information Technology (OIT) and payroll. Requests for international remote work must be critical to the university meeting its academic and research missions.

Out-of-State Remote Work

For fully remote work, the employee’s official work location will be their home address.

It is the employee’s responsibility to determine any potential tax and benefits implications of maintaining an alternate worksite at their home or other location. 51ԹϺ will not provide tax guidance, nor will it assume any additional tax liabilities. Individuals are encouraged to consult a qualified tax professional to discuss income tax implications and 51ԹϺ’s Benefits office for potential benefits changes.