College of Liberal Arts

Work Schedule and Flexible Work Arrangement Policy


Work Schedules

In accordance with HOP 5-2110, the College of Liberal Arts has the following additional guidelines regarding full-time employee work schedules*:

 Guidelines for Individual Work Schedules:

  • Work should be scheduled for 5 days/week
  • Earliest start time: 7:00 a.m.
  • Earliest end time: 4:00 p.m.
  • Latest end time: 6:00 p.m.
  • Minimum “lunch”/middle-of-the-day break period: 30 minutes
  • Maximum number of regular telework days per week: 1

 Guidelines for Offices:

  • Per HOP 5-2110, every administrative unit is required to provide, at a minimum, scheduled staff coverage for the hours of 8:00 a.m. to noon, and 1:00 p.m. to 5:00 p.m.
  • Whenever possible, scheduled hours for individual staff, and for the office, should be posted and easily accessible.
  • The office manager/senior staff contact, along with the unit head, is responsible for ensuring the business/service needs of the unit are being met.


Flexible Work Arrangements

The College of Liberal Arts encourages the option of flexible work arrangements. Flexible work arrangements are a variation in where a job is performed (e.g, teleworking) or the time the work is performed (e.g., flexible schedule). For more information on types of flexible work arrangements, their potential benefits, and the considerations involved, please see:

Employee Perspective:

Manager Perspective:


COLA Process for Establishing a Flexible Work Arrangement (FWA):

FWAs without Telecommuting:

  1. Employee and supervisor determine whether or not an FWA is appropriate for the position.
  2. If yes, employee and supervisor complete the Flexible Work Arrangement Request [Bottom of the page in the "Other" section].
  3. Once employee, supervisor, and unit head have signed agreement, the form should be kept on file in the department.
  4. FWAs should be reviewed annually (at a minimum) and renewed, amended, or discontinued, as appropriate.


 FWAs with Telecommuting:

  1. Employee and supervisor complete all of the steps for FWAs w/o Telecommuting.
  2. Employee also completes a Telecommuting Agreement and submits to supervisor with floor plan of remote work location attached.
  3. After supervisor approval, the Telecommuting Agreement, and floor plan must be submitted to Gail Davis ( and Ann Kelble ( for Dean’s Office approval.
  4. If approved, the telecommuting agreement must be reviewed on an annual basis. If the telecommuting agreement is renewed at the department level, the supervisor can simply email Gail and Ann to notify them. In the event of revisions to an employee’s telecommuting agreement (such as change of remote work site), and the updated agreement should be sent forward to the Dean’s Office. (Depending on the type of change, additional approvals may be required.)



Many staff positions in the college are not well-suited for telecommuting on a regular basis, but there can be times when the option to telework can be very helpful, such as finishing a critical project, or working on a task that requires an extra level of focus or concentration.

If an employee and their supervisor determine that occasional telework would be beneficial to their position, they should follow the steps listed for “FWAs with Telecommuting” above, but without needing the FWA (unless also applicable).

For Reference: HOP on Telecommuting:


*Exceptions are possible, where justified. Primarily applies to classified staff positions. Note that these guidelines relate to an employee's regular work schedule and are not meant to advise rigidity in terms of when employees are allowed to work. Supervisors are encouraged to allow flexibility related to seasonal workload demands.

All times are local time for Austin, Texas.

Assumes approved telecommuting agreement on file.


Please direct comments on the Procedures Guide to

Last Modified:13 June 2018