FWA Frequently Asked Questions
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Who is eligible to request a Flexible Work Arrangement (FWA)?
All full-time unclassified employees and full-time, non-represented classified employees on all 91PORNA campuses may submit a request for a flexible work arrangement. FWA requests for represented employees require further discussion between relevant administrators and union leadership. While not every position will be able to take advantage, units are encouraged to have open dialogues regarding flexible work and integrate it as a standard business practice, where applicable.
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What types of flexible work arrangements does 91PORNA offer?
Types of flexible work arrangements offered at 91PORNA include alternative extended lunch duration, arrival/departure time, and compressed schedule.
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How do I request a flexible work arrangement?
All employees who would like to request a flexible work arrangement of any type and all supervisors who will review FWA requests of any type must first review the FWA guidelines. Then they may initiate a request using the .
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If I am eligible and make a request, does that guarantee I will be able to take advantage of an FWA?
Submitting a request in no way guarantees the establishment of a flexible work arrangement. All flexible work arrangements are at the discretion of the employee鈥檚 supervisor. Once the supervisor reaches a decision, it is not grievable by the employee. An employee whose request is denied should ask questions to understand the reason for the decision and learn what adjustments may be needed in terms of work or performance, if applicable. The supervisor may set goals for the employee to reach and/or a timeframe to wait before submitting another request. Keep in mind that a flexible work arrangement is not feasible for all positions.
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Is there a minimum or maximum duration for FWAs?
Flexible work arrangements are not designed for one-time use and should be two weeks or longer in duration. An FWA may be continuing and remain in place unless the arrangement is determined no longer feasible by the employee/supervisor or replaced by an alternative FWA.
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Is there a limit on the number of requests for an FWA an employee may submit?
There is no limit to the number of requests an individual may submit, but supervisors are not required to approve each request. Depending on the situation, a supervisor might indicate that frequent requests are disruptive to the business and coverage of the department. While management should strive to accommodate, consideration of getting work done and serving our customers must remain a top priority. Departments may set specific parameters for requests.
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If a classified/hourly employee begins an FWA, will the timekeeping system need to be updated?
If a classified employee is changing their arrival/departure time or moving to a compressed schedule, their supervisor will need to update the timekeeping system to reflect this change.
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I supervise an hourly employee who wants to switch from a 60-minute lunch to a 30-minute lunch. I am updating the timekeeping system but do not see a way to change their lunch break to 30 min. What should I do?
Supervisors can make changes to daily arrival and departure times for hourly employees they supervise (i.e., 7:30 a.m. to 4:30 p.m.). To shorten a lunch break, Payroll will have to make this change in the timekeeping system. After you have made all the changes you can, please contact payroll@kent.edu or 330-672-8640 to change the lunch break.
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Will an FWA result in overtime for classified/hourly staff?
Flexible work arrangements must not materially change the duties of any position and must be structured to maintain the equivalence of a full-time work schedule. Use of flex time should not result in overtime for classified staff.
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Can I request an FWA to avoid using sick or vacation time?
No. Flexible work arrangements are not intended to be used as an alternative to, or in conjunction with, leave as provided for in Chapter 6 of Section 3342 of the Administrative Code. In addition, if an employee is participating in an FWA, any sick or vacation time taken during such arrangement will be deducted based on the FWA in place at the time used.
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I am on a compressed schedule in which I work four 10-hour days per week. If I am sick or take a vacation on one of my scheduled days, how many sick or vacation hours will I use?
Your sick or vacation time will be deducted based on your work schedule. For example, if you typically work 10 hours on Mondays and take vacation on a Monday, your vacation hours should be deducted by 10 hours for that day.
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I am on a compressed schedule in which I work four 10-hour days per week. How does holiday pay work if a holiday lands on one of my scheduled days vs. one of my off days?
If the university is closed for an observed holiday, salaried employees will receive pay for the hours they are typically scheduled to work that day. For hourly paid employees, please visit /hr/holiday-calendar for an explanation of holiday pay as it relates to compressed schedules.
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How would a university closure affect my schedule or pay if I am on a compressed schedule?
During a university delay or closure the employee would continue to be paid as if they worked unless they had a previously scheduled vacation or sick day. See /hr/delays-closings-and-time-reporting for more information. Regarding university delays, closures, and time reporting, please visit /hr/delays-closings-and-time-reporting-faq. For information regarding the winter holiday closure, please visit /hr/holiday-schedule-faqs.
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I am on a compressed schedule and I work four 10-hour days per week. What if there is a event/meeting I do not want to miss and it is on my scheduled day off? Can I switch to another day off for that week without going through the FWA approval process?
This is what we would refer to as a 鈥渙ne-off鈥 situation. You would not go through the FWA approval process for this sort of short term/one-off situation. Flexible work arrangements are for schedule changes anticipated to be longer term, two weeks or more in duration. You should be working out short-term requests at the department level, coordinating with your supervisor.
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I want to terminate my FWA and resume my regular schedule. What should I do?
If an employee or his/her supervisor makes a determination that the employee should return to the customary schedule for his/her position, an must be completed to establish a record of this change. The supervisor will need to update the timekeeping system to reflect the return to the customary schedule if classified, hourly staff.
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I am on an FWA and want to request different arrangements. What should I do?
If an employee wants to switch to a flexible work schedule differing from their current arrangement, they must request a new FWA and indicate on the form that the new arrangement will replace all prior FWAs. There is no need to complete an FWA Termination form.
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How can a large department keep track of various flexible schedules within the unit?
There are numerous ways you can keep track of employee鈥檚 schedules, including, but not limited to: asking everyone to set their correct workdays and times within Outlook; creating a departmental shared Outlook calendar; posting something physical with everyone鈥檚 schedule (i.e. a white board); and/or asking individuals to include their schedule in their email signature.
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Is there a way to view FWA forms other than accessing them via email?
Yes, you can login to the DynamicForms platform to view and track FWA requests and terminations. To do so, follow these instructions:
- Navigate to the user dashboard.
- Enter your 91PORNA username and password.
- You will be able to see all pending, draft, and past forms here.