Frequently Asked Questions – FWA

If approved, FWAs typically allow an ongoing variation in the time the work is performed (schedule) or where a job is performed (location).

Remote Hybrid employees work both on-site and at an approved off-site location.

Fully Remote employees work 100% of the time at an approved off-site location.

Flex-Time arrangements vary an employee’s schedule on a regular or non-regular basis while still completing the required 40 hours per week. Compressed Work Weeks allow an employee to work more hours on some days of the week to complete the required 40 hours per week in fewer than five 8-hour days.

The process used by the supervisor, FWA Authority, and Human Resources to evaluate employee possibility of an FWA. We start with an expectation that all staff employees will be on site full-time during the week.

Not all employees or jobs are suited for an FWA. The ability to participate in an FWA is a privilege and is granted on a case-by-case basis following the approved guidelines of a college, school, or unit.

We start with an expectation that all staff employees will be on site full-time during the week. Supervisors will review requests for flexible work based on type of work, the employee, and the type of arrangement requested. Other factors include, but are not limited to:

• Student, faculty, staff, and/or stakeholder collaboration and service
• Job duties and skillset required of the position
• Employee’s ability to work independently and effectively manage time
• Employee conduct and performance
• The employee's most recent appraisal rating is "Meets Expectations" or higher
• Proximity to the regularly assigned work location
• Supervisor’s ability to manage the employee effectively
• On-site presence and staffing needs

We start with an expectation that all staff employees will be on site full-time during the week. Supervisors consider multiple factors when reviewing requests for flexible work. Some factors include but are not limited to the type and purpose of the position, required on-site engagement, employee performance, and whether the proposed location or schedule is suitable for meeting the goals of the college, school, or unit. This list is not exhaustive, but representative of common reasons why a request may be denied.

• The position is highly interactive and requires regular collaboration with faculty, staff, students, or other stakeholders who are regularly on site.
• The position directly services students, faculty, or staff in person
• The position has an on-site requirement due to the nature of the work performed (i.e., serving a facility)
• The position manages others who work on site
• The proposed remote location is not suitable for remote work (i.e., not data-security capable, not a distraction-free workplace, etc.)
• There is no strategic need for the position to work at an out-of-state location. FWAs authorizing an employee to work at a location outside of Texas, even for a short period of time, are not favored and require extended review. They typically occur in extenuating or other business-specific circumstances
• The employee received a “Does Not Meet Expectations” rating on their last performance appraisal, or there are other existing performance concerns

Flexible work is not a replacement for appropriate dependent care or other responsibilities of employees’ personal lives. Employees’ dependent care arrangements should be separate from their workplace so that dependents will not interfere with work.

The Leave Management team (HRS-LM@austin.utexas.edu) should be contacted for any requests related to Family Medical Leave (or other approved leave types). The Office of Institutional Accessibility and Accommodation (ada@austin.utexas.edu) should be contacted for workplace accommodations.

Out-of-state requests must be reviewed prior to relocation to ensure compliance with applicable laws. Requests to work at a location outside of Texas, even for a short period of time, are not favored and require extended review. They typically occur in extenuating or other business-specific circumstances. All employees need to follow the University’s policies related to travel, including travel time and travel reimbursement.

No. Employees are responsible for providing space, telephone, and internet capabilities at their remote workplace, and will not be reimbursed by the University for these or related expenses. Employees who are required to travel to their regularly assigned work location (for meetings, events, etc.), are responsible for travel expenses.

If the UT Flexible Work Arrangement Request is approved, it becomes the agreement signed by both the employee and the supervisor, and the FWA Authority, where appropriate, that outlines the approved FWA (location and/or schedule) and the employee’s agreement to meet the same expectations in regard to their work duties, performance, attendance, availability, and other responsibilities associated with their position. A Flexible Work Agreement is required for any employee with an FWA. All agreements are reviewed according to department needs and must be renewed annually.

Flexible work should always support a level of performance equal to or better than on-site work. A supervisor or FWA Authority may establish a remote work requirement based on the position and business needs.

Yes. The employee can request to change or terminate their FWA at any time, but approval is not guaranteed. The review and approval process will occur according to supervisor and CSU best practice. 

Yes. The ability to participate in an FWA is a privilege and approval is granted on a case-by-case basis by the supervisor, following college, school, or unit specific approved guidelines. Ongoing permission to participate in an FWA is based on position function, work group, internal and external customer needs, past and future performance, and permission from management.