Workplace Flexibility Resources and FAQs

For Supervisors

Supervisory Information for Reviewing Proposals

Flexible Work Arrangements - RE: seasonal Curtailed Operations Information 

Federal Fair Labor Standards Act (FLSA) and New Hampshire State Labor Laws

As an employer, UNH/USNH is subject to the Federal Fair Labor Standards Act as well as New Hampshire State Labor Laws. Below is a summary of the key employment laws of which employees and supervisors should be aware.

Hourly Employees (OS and Adjunct Hourly):

  • Defined as non-exempt and eligible for overtime.
  • Paid by the hour and paid at least minimum wage.
  • Must be paid overtime for any hours worked over 40 in a week. Per USNH policy, approval for overtime hours must be obtained before the hours are worked.
  • Must maintain accurate records of hours worked. Such records are open to inspection at any time by the State Commissioner of Labor or designee.
  • Must be paid for any time worked. For example, if an hourly employee responds to email and/or phone messages outside of work hours, the time is compensable.

Salaried Employees (PATs, Extension Educators, Adjunct Salaried, etc.):

  • Defined as exempt and not eligible for overtime.
  • Must be paid a minimum salary of $455 per week of work.
  • Paid an annual salary, based on the schedule worked in the fiscal year.

Workers Compensation Awareness Information - Regarding Teleworking Arrangements

IMPORTANT:  For ANY teleworking arrangement that is based outside the state of New Hampshire AND prior to beginning that work, the supervisor needs to communicate with the appropriate HR Business Partner to ensure proper workers compensation and unemployment coverage for that particular state.

Employees with approved teleworking arrangements are covered by workers compensation for injuries sustained during the course of their work related activities. Supervisors should be aware that the most common injuries associated with work from home arrangements are related to the ergonomic set up of the employees home workstation. Resources regarding proper workstation ergonomics are available on the Office of Environmental Health & Safety website: including a self-evaluation checklist for proper workstation setup.

If an employee is granted work from home privileges and they suffer an injury associated with their surroundings (ie. fall down stairs that don't have railings while going to retrieve a work related item, slipping and falling in their driveway on ice while going to get their laptop from their car, etc.), the university’s workers compensation insurance company may seek recoupment from that employees homeowners or other insurance policies, if applicable.

UNH Flexible Workplace Arrangement Scenarios - helpful samples for supervisors

How will be a flexible work arrangement affect my pay and benefits?

If you request a work schedule that reduces your regularly scheduled hours, your pay will be pro-rated accordingly. If your total percent-time goes below 75%, you will not be eligible for benefits. Additional information on how flexible scheduling could impact benefits and paid time off is available by calling your HR Business Partner.

Can all employees apply for a flexible work arrangement?

Any employee may submit a proposal for a flexible work arrangement. However, not all jobs are suitable for such an arrangement. Depending on the nature or location of a particular job, some types of alternative work schedules may not be appropriate. Due to their specific requirements, some types of jobs may not accommodate flexible work options at all. Supervisors/managers are encouraged to give positive consideration to requests where they meet the needs of both UNH and the individual.

I am an employee who previously asked my supervisor about a flexible schedule and was told it was not an option for my job.  May I try again?

Yes, you may try again. However, first consider why your proposal was denied previously. (If you don’t fully understand the reason your proposal was denied, ask your supervisor to clarify the business or performance reasons.) Then review the guidelines and determine if you can build a case for an alternative that might work for your particular situation. Ask your supervisor/manager to consider your new proposal and to discuss other alternatives.

Will be a flexible work arrangement hurt my chances for promotion?

Employees on an alternative schedule will be expected to meet the same performance standards, and supervisors/managers will be expected to use the same measurement criteria that are currently in place for employees working standard schedules. Criteria used for consideration of promotion (e.g. job performance) should be no different. In some cases, though, the responsibilities of the promotional opportunity may not be compatible with your current flexible work arrangement. Be sure to explore your options thoroughly and discuss alternatives with your supervisor/manager.

Will my request and proposal for a flexible work arrangement be confidential?

Your proposal provides the framework for a discussion between you and your supervisor/manager. There is usually no need to share the details of that discussion with others. A copy of your proposal will be kept in your department and HR personnel file.

Do I have to give a reason for wanting a flexible work arrangement?

Flexible work arrangements are evaluated principally on how business needs will be met and how work will get done as well as on an employee’s likelihood of success with the arrangement, based on his or her recent past performance. Your reason for requesting an alternative schedule is not a required part of the proposal. However, there may be times when providing the reason will be helpful. It may also make sense when a supervisor/manager is trying to sort through multiple requests for flexible work arrangements, or when the supervisor/manager would have to implement significant workplace changes in order to accommodate the request.

How will be a flexible work arrangement affect my pay and benefits?

UNH IT Security provides in-person training. You can contact it.security@mxy163.com to request a training session or additional information and support.

I propose to use a personally owned computer for teleworking, but it will not meet the minimum Information security standards.  May I proceed?

Using such a computer for university work puts you and the university at risk and may result in a compromise of university information. Such a compromise can have devastating consequences for the persons whose information is compromised, and may cause unacceptable financial, service and reputation damage to the university. You are responsible for following university policies, good security practices, and ensuring security of university information. Do not use such equipment.

How do I manage a compressed work week (CWW) that has a UNH Holiday or closing in it?

A suggested guideline is that in work weeks in which scheduled administrative closings and/or holidays occur, employees on a CWW schedule return to the university's standard work week of five, (7.5 or 8) hour days.

EXAMPLE:  An employee works Monday through Thursday, ten hours per day on a CWW schedule.  The week of Thanksgiving, the employee will work eight hours on Monday, Tuesday, Wednesday and will receive eight hours for the holiday on Thursday and eight hours for the closing on Friday, for a total of 40 hours (or 37.5 for 7.5 hour days).