706 Dependent Care Workplace Alternatives

Procedure:               Dependent Care Workplace Alternatives

Policy Number:         706

Date Effective:          05/01/1994                                         

Date Reviewed:        12/19/2023

Date Revised:           01/25/2024

References:              HRS Policies

  1. Job Sharing: Job sharing is defined as the sharing of at 1.00 FTE or full-time position between two part-time employees. Individuals employed at least .50 FTE or ½ time for at least 6 months shall receive insurance benefits.
    • Staff: A non-probationary full-time employee may initiate a job-sharing request.  The request shall be subject to approval of the immediate supervisor and Dean/Director.  Conditions of the job share arrangement shall be explained in writing and approved by the HRS Associate Vice President.
    • Faculty: Non-visiting faculty may enter into a job share agreement with approval of the Dean and Provost.  Terms of the agreement shall be set forth in writing.
  2. Telecommuting: Telecommuting work is defined as work that can be accomplished in the employee’s home or an approved remote location.  An employee’s immediate supervisor and the appropriate Dean or Director may approve telecommuting work assignments.  Consideration should be given to the employee's assigned job responsibilities and the impact of the employee's work on their associates.  An approved and signed telecommuting agreement may be require.
  3. Alternate Work Schedules: An alternate work schedule is defined as a work schedule requested by an employee that allows the entire work day and work week schedule to start and/or end at an earlier or later time than the normal established work schedule.
    • The "normal established work schedule" is 8:00 a.m. to 5:00 p.m. Monday through Friday, with one hour for lunch, or another work schedule established by management to effectively operate the department's programs and meet objectives (e.g., 4-10's).
    • Employees may request an alternate work schedule and approval is at the discretion of the supervisor.  If an employee’s request is denied, supervisors are encouraged to explain why an alternate work schedule is unacceptable due to the department’s business needs.
    • Nothing in this procedure limits the authority of a supervisor to establish or change work schedules as necessary for the successful operation of the department and subject to collective bargaining agreement provisions.  Supervisors are reminded that offices that have high public and student contact should remain open daily from 8:00 a.m. to 5:00 p.m. in accordance with 2-16-117, M.C.A.
  4. Telephone Access: Personal local phone calls may be allowed to children, teachers, doctors, daycare providers, and other family members to inform them of unexpected schedule changes and for other essential personal business.  Calls of this nature must be kept to a minimum and shall not interfere with departmental operations.  Essential personal long-distance calls made from a University telephone must be charged to a personal credit card.
  5. Family Business Leave: Employees may obtain supervisory approval for short absences for events that cannot be scheduled after work hours.  Types of absences may include medical appointments, parent-teacher conferences, and school performances.  Supervisors are encouraged to allow employees to make up the time within the same workweek or approve paid annual or sick leave in accordance with applicable policies.
  6. Work Site Child Care: With the approval of the immediate supervisor, Dean or Director, and HRS Associate Vice President, employees may provide care of their child at the regular work site.  The employee and Dean or Director shall sign a written agreement.  The agreement shall include, at a minimum, specific work hours, age limit of the child, location of the childcare, a method for handling office disruptions and conflicts, and term of the agreement.
  7. Reduced Work Hours:  Employees may request supervisory approval of reduced working hours on a temporary, fixed or ongoing basis.  Employees must work at least 20 hours per week to be eligible for certain benefits.