Salaried Staff FWA Guidelines

Requesting Arrangements

  • 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.
  • Staff members considering a reduced FWA schedule should discuss any potential impact on staff benefits with the Work Life Connections Office. For example, pay, compensation, benefits, etc.
  • Staff members who have completed their probationary period are eligible to apply for a flexible work schedule.
  • All FWAs will be granted on a pilot basis for up to 3 months. 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 and supervisor should discuss the work schedule for work weeks that include holidays.
  • All staff are required to allow at least ½ hour for lunch.  
  • A supervisor or staff member, with reasonable notice, may terminate or modify the FWA at any time.
  • If a FWA is agreed to, typically a staff member will be able to return to their original work arrangement. However, this should be discussed during the approval process.


Page last modified June 13, 2016