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Campus flex

What is Campus Flex?

Not every role is suited to working remotely. Campus Flex explores flexibility options through temporary changes to hours of work, scheduling and part-time workloads while working within existing collective agreements.  Depending on whether you belong to a bargaining unit (and which one) and your department’s operational requirements, flexible options for those who work on campus can vary. 

The nature of some service roles that require shift work, service coverage and established business hours makes this more challenging for some departments than others.  Campus Flex encourages open discussions, creativity and willingness to try and evaluate different approaches to increase flexibility for those working on campus. Campus Flex arrangements will be temporary, with an end date that is renewable, and may be reviewed or cancelled by either party with reasonable notice.

Some options that may exist for employees include:

  • Flexible hours – the ability to start/end the workday at non-standard times to avoid peak travel periods, take advantage of transit or carpooling options, and manage family responsibilities.
  • Flexible work breaks – the ability to extend the scheduled workday to work the same hours with additional or longer break periods to meet personal goals, which might include exercise, appointments, or personal time during the day.
  • Modified Work Weeks – some collective agreements include this option where a small amount of additional time worked each day accumulates for a scheduled paid day off.
  • Workload averaging – The averaging of weekly hours over a set period, so that some weeks will be more hours and some fewer hours without the accrual of overtime. This option may be limited by collective agreements.
  • Compensatory Time Off (CTO) – the accrual of additional hours worked to be taken off at a later, agreed to date at regular rates of pay (not overtime). This option is currently only available to PEA employees through Article 10.03 and 10.04 of the UVic/PEA collective agreement. 
  • Voluntary reduction in workload – A temporary or ongoing reduction in workload to a part time schedule to manage personal or family obligations.
  • Leave without pay –To supplement other leave entitlements such as taking an extended vacation employees can request a personal leave without pay.
  • Job Share – when two part-time staff members share a full-time job. This is different than a single employee reducing to part time because the role remains a full-time role.

Who is it For?

Anyone can work with their supervisor to explore creative options for flexibility that fall within their collective agreement.   The Flexibility Framework options are not intended for faculty roles.  Arrangements implemented by the employer for operational reasons are not considered part of the flexibility framework.

Process

Individuals complete a Flexibility Framework Request form describing the flexible work option proposed.  Supervisors will check the relevant collective agreement and work with their Human Resources Consultant on any questions.  Not all options will work for all departments or roles, and some will require consultation with and/or agreement of unions. Also note that adjustments to work schedules arising from an accommodation plan are addressed outside of the Flexibility Framework with the assistance of a Work Life Consultant. 

Resources