Flexible Work Arrangement (FWA)
Hourly Staff FWA Guideline Sheet*
Staff members and their supervisors must discuss their needs to develop the best possible arrangement for their situation. Find the steps for introducing a flexible work arrangement by visiting "Requesting Arrangements". FWA's for MGS staff are limited to collective bargaining agreement. Staff interested in FWA should discuss with their supervisor. The following provides additional information for hourly staff members and their supervisors:
Application and administration considerations
- After the application form for a FWA is approved it should be forwarded to Human Resources to be housed in the Work Life Connections Office.
- All approved FWA’s will be subject to a trial period of up to 3 months.
- Upon successful completion of the trial period, the FWA may continue indefinitely subject to FWA application and supervisor and staff approval.
- A supervisor or staff member may terminate or modify the FWA at any time subject to the terms of the FWA application. The supervisor and staff member should mutually agree on an effective date. However, absent mutually agreement, the terminated or modified FWA will be effective after 20 working days.
- Staff members considering a reduced FWA schedule should discuss any potential impact on staff benefits with the Work Life Connections Office in Human Resources. For example, pay, compensation, benefits, etc.
- Decision to grant or deny a FWA is solely up to the supervisor and appointing officer and is not subject to a grievance procedure.
- Staff members who have completed their probationary period are eligible to apply for a flexible work schedule.
- FWA must begin and end in conjunction with a pay period.
- Supervisors must notify payroll and copy staff member by email (email@example.com) on the Wednesday prior to the proposed starting date of the FWA.
- Supervisor must notify payroll (firstname.lastname@example.org) and copy the staff member if a FWA is terminated or modified.
- For FWA schedules that total 40 hours in a work week, approved overtime hours will be paid for hours in addition to the agreed upon FWA or in excess of 40 hours.
COT staff and
MGSsupervisors must continue to input all holiday pay codes in Ultra Time, including the holiday break.
- Use of vacation, salary continuation, and sick leave will equal number of hours scheduled to work on day of occurrence.
- Staff and supervisor shall discuss and agree to hours of work for work weeks that include holidays. If a holiday falls on a scheduled non-work day as a result of a FWA, the holiday shall normally be shifted to closest scheduled work day unless other arrangements are mutually agreed upon.
- Salary continuation/ COT Staff: Regular full-time staff members who have completed six (6) months of employment shall have the first 80 hours not to exceed two consecutive weeks of any disability fully paid. Regular full-time staff members who have completed one (1) year of employment shall have the first 160 hours not to exceed four consecutive weeks of any disability fully paid. Eligibility for a full eighty (80) hours or one hundred sixty (160) hours of salary continuation shall be restored for any disability after the staff member has returned to work for forty (40) consecutive scheduled working hours. Regular part-time staff members will only receive salary continuation for the actual number of hours missed due to a disability up to a maximum of forty (40) working hours per calendar year. Working hours are defined as the number of hours the part-time staff member is scheduled to work.
- For absence due to the death of an immediate family member, as defined in each collective bargaining agreement, bereavement leave will be a maximum of 40 hours, if needed. Extension may be granted in extenuating circumstances by Human Resources.
*FWA for Maintenance, Grounds, Service Staff are arranged by supervisor according to section 9.1A of the Collective Bargaining Agreement.
Page last modified June 25, 2010