Work Arrangements and Resources for Success

Flexible work arrangements provide employees with options such as flexible scheduling, part‑time roles, and remote work to support both individual needs and departmental goals. Employees may request an arrangement by discussing and securing approval from their supervisor.

Human Resources

Getting Started

Flexible Work Arrangements

Remote work is not the only option to consider for an individual's working arrangement. The following options may be applicable:

Alternative arrival or departure times
Compressed schedules
Job share
Reduction in time

Note:

If you require a workplace accommodation to work remotely due to medical reasons, contact UD’s Office for Disability Support Services for assistance.
If you are on a visa, you must comply with the visa requirements and ensure that they can be met in a remote work environment. For more information, contact the UD Center for Global Programs and Services.
If you are currently residing out of state, the employee must comply with all state laws that impact your remote work.

Requesting Telework

Employees may request an arrangement by discussing and securing approval from their supervisor.
After receiving supervisor approval, employees should complete the telework agreement to formalize the arrangement and ensure all expectations are documented.
When evaluating requests, departments should consider job responsibilities, operational needs, and the employee’s ability to meet expectations under the proposed arrangement.
Annual reviews with your manager help ensure the arrangement continues to be effective for all parties.

Employee Resources

Here are some resources on how to think about your approach in making this effort successful.

Telework Agreement Form
Telework Workspace Self Checklist [PDF]
Tips for Working Remotely (LinkedIn Learning)

Technology Resources

Managers

Consider the employee’s responsibilities and their abilities to be successful when determining appropriate working arrangements. All arrangement should be reviewed annually and adjusted to ensure operational success, collaboration, and engagement.

If an employee requires a workplace accommodation to work remotely due to medical reasons, contact UD’s Office for Disability Support Services for assistance.
If an employee is on a visa, the employee must comply with the visa requirements and ensure that they can be met in a remote work environment. For more information, contact the UD Center for Global Programs and Services.
If the employee is currently residing out of state, the employee must comply with all state laws that impact their remote work.

We offer these resources for managers as frameworks to ensure a consistent process.