Federal and State laws and University policies affecting Flexible Work Arrangements.
UC Policies affecting Flexible Work Arrangements
UC Davis has policy and guidelines, which apply to all UC Davis locations, for how to implement flex in your unit. Check with your department/unit Human Resource department to see what the policy is in your unit/school/classification regarding flexible scheduling and flexible workplace.
- Personnel Policies for Staff Members (PPSM) Specifically, PPSM30a
- Collective Bargaining Contracts
- Change in Campus Operating Status (Policy 390-12), grants the Chancellor authority to temporarily change UC Davis Operating Status, while ensuring continuity of services to students, patients, and the public. Some positions designated by policy as ineligible for flexible work arrangements include healthcare functions, patient and animal care, emergency responders, housing and dining services.
- Represented employees must complete a Notice of Intent to Change Working Conditions Form. The form directs the manager to email the completed form to a specific email such that the matter can be assigned to a consultant for review.
- Family Accommodations for Childbearing and Childrearing Policy
- Absence from Work Policy
Americans with Disabilities Act (ADA)
The basic premise of the federal ADA is to protect qualified individuals with disabilities from discrimination. Under ADA, employers are also required to make reasonable accommodations to disabled individuals unless the employer can demonstrate that doing so would create an undue hardship on the employer’s operations. Per ADA guidelines, reasonable accommodations may include job restructuring, part-time or modified work schedules.
EEOC fact sheet on telework.
Family and Medical Leave Act (FMLA) & California Family Rights Act (CFRA)
FMLA is federal law designed to help employees manage their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons.
CFRA generally mirrors the FMLA but allows leave for a registered domestic partner. FMLA leave runs concurrently with, and is not in addition to, the leave entitlements provided by CFRA leave. Please refer this chart on the differences between the FMLA and the CFRA leaves.