Flexible Work Arrangement Requests
What approval is needed for employees to have a Flexible Work Arrangement (FWA)?
Alternate Work Location and Telework Agreement Form
FWA requests require approval from the applicable Vice President; approval from the President is required for units that do not report to a Vice President. An FWA can be temporary or long-term. The arrangement shall be initially evaluated after six (6) months and reevaluated annually thereafter. An FWA that results in significant changes to the essential functions of the job will require a review of the position by Human Resources prior to approval from the President or applicable Vice President.
- If an employee is taking University-owned equipment off of campus, they should complete the Property Off-Campus Use Permit Form.
- Faculty should submit requests to College Deans.
- Additional resources: http://it.tamucc.edu/remotework/index.html.
Requests for a Flexible Work Arrangement - Not Due to a Disability
Managers cannot request or collect any medical information and employees should not include any medical information on the FWA request. If the request is due to a disability, follow procedures as outlined below.
An employee who is not sick, but required to quarantine per CDC guidelines, should be approved to work an FWA if there is work that can be done remotely. You may contact Human Resources for additional information regarding employee leave programs if the employee cannot work remotely.
Requests for a Flexible Work Arrangement - Due to a Disability
Any request from an employee to work remotely due to a disability must be referred to the Office of Employee Development and Compliance Services (EDCS)/Americans with Disabilities Act (ADA) Coordinator. This will ensure full compliance with required ADA processes. An FWA request due to a disability cannot be approved without coordination with EDCS. It is important to note that reasonable accommodations will be determined by the ADA Coordinator and are not determined by the employee.