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Work Disruption Planning
Work Flexibility Options

A variety of temporary operational disruptions can interfere with employees' ability to get to and from work. Examples include construction that affects building access, special events, transit interruptions, etc. Usually there is sufficient advance notice for such interruptions so that units can work with employees to make temporary adjustments to minimize the impact of the disruption.

The purpose of this web page is to summarize the options for leave use and work schedule adjustments to help employees and units accommodate an anticipated short-term disruption. This page does not address emergent or unplanned events that could result in an institutional suspension of non-essential services or transportation problems related to inclement weather.

The following table displays options for addressing anticipated operational disruptions. For assistance in developing alternative work plans for your unit, contact your unit's Human Resources Consultant. Requests below to notify UW Labor Relations or to discuss plans with them are to help ensure that your plans do not create unanticipated labor relations concerns.

Options for Addressing Operational Disruptions
Employment Category Notes Telework
Alternative Work Schedule or Work Shift Approved Time Off
Professional Staff – Overtime Exempt
and
Overtime Exempt Classified Non-Union Staff
Work adjustments and use of paid time off may be combined.

Managers may not mandate use of paid or unpaid leave.
Preferred option if operations will permit. Learn about telework. Overtime exempt professional staff may be allowed to adjust their work for the week as necessary so that work responsibilities are met. Employees may request use of annual leave, personal holiday, holiday credit, or discretionary leave if available. Learn about discretionary leave.
Professional Staff – Overtime Eligible Overtime Eligible Professional Staff are required to account for all hours worked. Work schedule changes and use of paid and unpaid time off may be combined.

Managers may not mandate use of paid or unpaid leave.
Preferred option if operations will permit. Learn about telework. Employing official may assign or approve use of an alternative work schedule or work shift. Employees may request use of annual leave, personal holiday, holiday credit or compensatory time off or discretionary leave, if available. If paid leave is not available, employees may request leave without pay.
Contract Classified Staff (SEIU 925, WFSE bargaining units)
and
Overtime Eligible Classified Non-Union Staff
Managers are requested to notify UW Labor Relations of any planned work schedule changes for staff covered by a labor contract.

Managers may not mandate use of paid or unpaid leave.
Preferred option if operations will permit. Learn about telework Managers may implement a temporary schedule change within the employee's assigned work week. Managers must provide at least two (2) calendar days notice for temporary schedule changes. The day of notification constitutes the first day of notice. Employees may request use of annual leave, personal holiday, holiday credit, or use of compensatory time off if available. If paid leave is not available, employees may request leave without pay.
All employees covered by a labor contract not referenced above Discuss any proposal to change normal work schedules in advance with UW Labor Relations.
Student Employees Hourly paid student employees are only paid for actual hours worked. Most student hourly jobs do not lend themselves to telecommuting, but may be allowed if consistent with operational requirements. Managers may adjust work schedule during work week to avoid working on day(s) when disruptions are expected. N/A
Hourly-paid Staff Hourly paid staff are only paid for actual hours worked. Available if operations allow.Learn about telework Managers may adjust work schedule during work week to avoid working on day(s) when disruptions are expected. N/A