The most common reasons for changes to an approved agreement are changes in employee or work needs. Supervisors and employees should monitor their flexible work agreements on an ongoing basis to assess outcomes and make adjustments as needed to ensure that the arrangement continues to meet the needs of the employee, manager/supervisor, coworkers, clients, and the DLC.
Termination or modification of an arrangement can happen at any time and may be prompted by concerns such as the following:
- Business needs are no longer being met.
- Job or job requirements change.
- The employee’s performance has become problematic.
- Organizational changes (for example: a change in manager or reorganization).
- Current department coverage or staffing change.
- An unexpected staff shortage develops.
- Valid negative client or coworker feedback is received.
The process of revising or terminating a flexible work arrangement should be carefully executed. First, the supervisor should meet with the employee to review the original proposal and agreement. If a change is needed, and the proposal included a contingency plan, that plan should be followed if appropriate. If an entirely different flexible work arrangement might be more appropriate, the employee can prepare a new proposal. If a supervisor decides to terminate the flexible work arrangement altogether, he or she must inform the employee and allow sufficient time, generally one to three months, for the employee to return to his or her prior work schedule.
If the employee wants to terminate the flexible work arrangement at any time, he or she must inform the supervisor. Note that in certain cases, budgetary or staffing limitations may make it impossible for an employee to return to full-time status if the flexible work arrangement resulted in reduced hours.