person working at laptop with cat on the desk

As we embark upon the summer semester with fewer students on campus, we encourage employees to utilize available workplace flexibility and managers to foster innovative work arrangements that support employee wellness.

There are a variety of ways employees can leverage workplace flexibility while maintaining, and often increasing, productivity, especially during the summer work period between June 3 and Aug. 3.

“Summer is the ideal time to make use of our available flexwork policies,” said Skye Duckett, vice president and chief human resources officer. “Our staff can focus on establishing the life-work integration that supports their overall well-being. We encourage everyone to use these arrangements where possible.”

Flexible Work Arrangements

The Flexwork Arrangements policy covers multiple work arrangements, including hybrid and fully remote work scenarios. As stated in the policy, decisions to implement flexible work will be made by an employee’s unit leadership. Flexwork guidance is available for both employees and managers.

  • Compressed Workweek allows an employee to work a traditional 40-hour work week in less than five days.
  • Flextime allows employees to change their arrival, departure, and lunch times to come in earlier or leave later than the organization’s normal hours.
  • Telecommuting allows employees to work outside of the conventional or main office.

We Nurture the Well-Being of Our Community

The Institute’s values and strategic plan reiterate the commitment to a collaborative, holistic approach to campus health and well-being through inclusive environments where all our students and employees can flourish and be fulfilled.

To that end, during the summer months, Fridays are generally considered to be a “no meeting” day for internal meetings. This commitment across campus will help ensure that everyone has an equal opportunity to focus on their work, catch up on existing projects, and find new ways to keep everyone connected to their work.

Additionally, managers are asked to support work-life balance for their employees through initiatives such as:

  • Respecting employees’ time outside normal business hours by encouraging and modeling the use of the “delay delivery” feature in Microsoft Outlook to schedule email messages to go out during normal business hours.
  • Rotating schedules to provide four-day work week options where they may not have existed before.
  • Creating new or promoting existing recognition and appreciation initiatives for employees in positions with limited flexwork options.