Flexible Staffing Options

Title: Flexible Staffing Options
Approved by
Date Approved:
Effective Date: 07/29/2019
Responsible Official: Vice President of Human Resources
Responsible University Office: HR Employee Relations
Revision History: 01/01/2002; 01/01/2008; 06/03/2019
Related Legislation and University policies: Alternative Work Arrangements; Alternative Work Arrangements ProcedureAlternative Work Arrangement Request Form, CASEworks Eligibility WorksheetCASEworks Alternative Work Arrangement AgreementWork Week and Pay SystemsOvertime PolicyFamily Medical Leave Act (FMLA) Absences and Leave PolicyAdditional Medical Leaves of Absences (non-FMLA) PolicyAlternative Work Arrangements
Review Period: 5 years
Date of Last Review
Relates to: executive staff, senior staff, and staff
Exclusions: None

Policy Statement

Employees and departments can choose between two (2) different flexible staffing alternative work arrangements: (1) Job Sharing; and (2) Multiple Concurrent Jobs as part of the Alternative Work Arrangement Policy.

Job Sharing

Job Sharing applies to a situation when two (2) qualified persons fill one (1) approved full-time position. The two job share employees will work different schedules, the total of which does not exceed forty (40) hours per week. Guidelines for offering and administering job sharing arrangements are as follows:

  • Both employees will have the same job title.
  • Both employees will be paid at the rate commensurate with the position.
  • Both employees will be classified as part-time employees.
  • Both employees will be eligible for benefits that are available to part-time employees.
  • Both employees will agree to combine their efforts to cover the workload for that full-time position.
  • The employees and their manager/supervisor will coordinate pre-scheduled time off and provide coverage for each other as necessary (vacation, sick, leaves of absence, etc.)
  • The manager/supervisor will conduct normal employee development activities (e.g., performance reviews) separately with each employee.
  • The expense of the job sharing arrangement does not exceed the payroll expense of one full-time employee.
  • Both employees must request the job share arrangement by completing the Alternative Work Arrangement Request Form.
  • If one job share employee terminates the arrangement, the manager/supervisor will evaluate continuing the job share arrangement.

Multiple Concurrent Jobs

An employee may work in two (2) regular part-time, non-exempt jobs or two (2) regular, part-time exempt jobs, but may not be regularly scheduled to work more than forty (40) hours in a work week. An employee may not hold an exempt job and a non-exempt job simultaneously. If an employee works overtime hours in a work week, it is the responsibility of both departments in which the employee works to ensure any overtime hours are accurately recorded and submitted in the Human Capital Management System (HCM). Departments should consult with Employee Relations regarding questions/concerns related to the multiple concurrent jobs alternative work arrangement option. The department in which the employee works the overtime hours (hours worked beyond the scheduled hours for the department) would be liable for the overtime payment.