Generally speaking, however, the best arrangement is the one that most effectively addresses the employee's personal needs or preferences and the department's need to provide effective and efficient services. Sometimes these needs are in conflict. When this is the case, the department has the right to deny a request for a flexible work arrangement. However, with so many choices available, it is often possible to design an arrangement that meets the needs of both the employee and the department. Once the assessment has been completed, the arrangement can be continued on an indefinite basis, or modified in some way, or the employee can return to the previous work arrangement.
Departments retain control of work arrangements.
Many organizations have found that telecommuting and flexible work arrangements can be extremely beneficial. Reduced absences and tardiness Improved coverage and scheduling for the department Potential for more office space options Improved transportation and parking options Uninterrupted time for creative, repetitive, or highly detailed work Expanded use of equipment Improved scheduling for peak workloads Increased cross training Developing a Proposal Checklist for a Flexible Work Arrangement If you are considering a flexible work arrangement, it might help to answer the following questions to determine the feasibility of your plan. Determine what arrangement would best meet your needs. Anticipate what problems this arrangement may cause for the organization. Try to think of potential solutions to these problems.