Work Arrangements

The University of Wyoming recognizes that the implementation of a work arrangement can offer an important approach to meeting the operational needs of the University, attracting and maintaining talented staff, and supporting employees’ needs. Described below are the types of Work Arrangements that may be available to certain University employees, the process for evaluating a request for a Work Arrangement and the approval process for such a request.

• Work Arrangement Quick Reference Table
• Flexible Work Arrangement (Non-Remote)
• Remote Work Arrangement

Work Arrangement Types

There are two types of work arrangements, Flexible Work Arrangements and Remote Work Arrangements. Each arrangement is distinct and utilizes a separate form.

Flexible Work Arrangements (FWA)

A Flexible Work Arrangement (FWA) is an arrangement between the employee and supervisor that contains no element of remote work. FWA forms are maintained by the immediate supervisor and the employee. Human Resources does not require a copy unless arrangement is part of reasonable accommodation under the Americans with Disabilities Act. 

The FWA form is used for the following:

• Compressed Work Week: Compressed work week refers to a schedule wherein the total number of hours worked each week are conducted in less than five full workdays. The most common compressed schedule is four 10-hour workdays per week.
• Flexible work: Flexible work refers to an arrangement that permits variations in starting and departure times but does not alter the total number of hours worked in a work week.

Remote Work Arrangements (RWA)

A Remote Work Arrangement (RWA) is an arrangement between employee and supervisor that contains elements of remote or distance work. Remote work may have varying percentages based upon the amount of off-site work. RWA can be hybrid including elements of compressed or flexible work. 

The RWA form is used for the following:

• Remote Work: A work arrangement in which some or all work is regularly performed at a location other than the employee's primary (usual and customary) workplace, such as the employee’s home or a satellite office. 

• Hybrid Work: Work that includes varying elements of flexible and compressed work and remote work. 

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Work Arrangement Duration and Approval 

A Flexible Work Arrangement or Remote Work Arrangement may be temporary, short-term or long-term in duration. The approval depends upon the duration of the arrangement. 

Temporary Work Arrangements (45 days or less) -  Requests by employees for episodic or non-recurring work arrangements of less than 45 days may be approved by the employee’s immediate supervisor. These temporary arrangements do not require a form or completion of online training. Consecutive Temporary Work Arrangements are not permitted. It is recommended the supervisor document start and end date of agreement. 

Short-Term Work Arrangements (45 days up to 6 months) - Requests by employees for work arrangements ranging from 45 days up to 6 months due to personal or work circumstances may be approved by the employee’s immediate supervisor if the supervisor determines that the work arrangement will not negatively affect University operations. These temporary arrangements require a signed formed by the employee and the immediate supervisor and completion of online training by both the employee and the supervisor. 

Long-Term Flexible Work Arrangements (over 6 months) - Requests by employees for work arrangements greater than 6 months require a form signed by the employee, immediate supervisor, Dean or Director, and their respective Appointing Authority or Alternate Primary Appointing Authority. Remote Work Arrangements over 6 months require completion of online training by both the employee and the supervisor.

It is highly recommended that immediate supervisors review work arrangements regularly but at a minimum annually. Work Arrangements without adjustments do not require new form or renewal. Work Arrangements that are adjusted require submission of new document through the Work Arrangement Process.

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Flexible Work Arrangements

1. Read University of Wyoming Flexible Work Arrangement Policy. 

2. Have a conversation with your supervisor. 

3. Review the Work Arrangement Quick Reference Table.

4. Work arrangements that are less than 45 days do not require a form or training. Consecutive temporary work arrangements are not permitted.

5. Work arrangements longer than 45 days require the appropriate form.

   • Flexible Work Arrangement (Non-Remote)

6. Acquire the appropriate signatures per duration of work agreement.

   • 45 days up to 6 months require signatures from employee and immediate supervisor.

   • Over 6 months require signatures from employee, immediate supervisor and Appointing Authority or Alternate Primary Appointing Authority.

7. Employee and Supervisor maintain Flexible Work Arrangement.

Adjustments to Flexible Work Arrangement will require submission of a new form. 

It is highly recommended that immediate supervisors review Work Arrangements regularly but at a minimum annually. Work Arrangements without adjustments do not require new form or renewal. Work Arrangements that are adjusted require submission of new documents through the Flexible Work Arrangement Process. 

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Remote Work Arrangement Process

1. Read University of Wyoming Flexible Work Arrangement Policy. 

2. Have a conversation with your supervisor. 

3. Review the Work Arrangement Quick Reference Table.

4. Remote Work Arrangements that are less than 45 days do not require a form or training.

5. Remote Work Arrangements 45 days to up to 6 months and over 6 Months require the appropriate form.

   • Remote Work Arrangement

6. Remote Work Arrangements 45 days to up to 6 months and over 6 Months require one time training on the following:

   • Employee Completes - Remote Work for Employees

   • Supervisor Completes - Leading and Managing Remote Teams

7. Update Personal Contact and Emergency Contact Information in HCM.

8. Acquire the appropriate signatures per duration of work agreement.

   • 45 days up to 6 months require signatures from the employee and immediate supervisor.

   • Over 6 months require signatures from employee, immediate supervisor, Dean or Director, and Appointing Authority or Alternate Primary Appointing Authority.

9. Submit completed form to Human Resources.

Adjustments to Remote Work Arrangement will require submission of a new form. 

It is highly recommended that immediate supervisors review Remote Work Arrangements regularly but at a minimum annually. Work Arrangements without adjustments do not require new form or renewal. Work Arrangements that are adjusted require submission of new documents through the Remote Work Arrangement Process.

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Resolving Disputes

Disputes are inevitable; they are a fact of life. Situations may arise where the supervisor and employee either (a) cannot agree on whether remote work/flexible schedule is applicable, or (b) cannot finalize the terms of the arrangement.

In either case, the first step is to involve the supervisor’s manager. The manager is responsible for hearing both sides of the argument and rendering a decision. If this step does not satisfy both parties, the final decision-making authority will be the applicable Dean/Director (for Academic Affairs) or Vice President (for other Units) and HR will work with the final decision-maker, as necessary, to render a final, binding decision.

The Administration feels this process will ensure that every effort is taken to apply the spirit of this policy to the situation at hand.

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If you're new to working remotely 100% of the time or even just part-time, this could be a significant adjustment. Below are some tips and best practices to help you adjust successfully to a flexible work arrangement.