Articles
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URA Goal: Expanded Use of Hybrid/Remote Work Due To FIFA and July 4 Traffic
URA has called on Rutgers management to expand use of hybrid/remote scheduling options due to the anticipated increased traffic congestion generated by FIFA World Cup 2026 and large-scale events in…
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Winter Storm Fern Response: The Grades Are In
Members responded to last week’s survey with a wide range of assessments of university, departmental and supervisors’ responses to Winter Storm Fern. Read members grades and comments below: The University…
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Flex Works! Zoom Backgrounds
Download: white background Download: blue background Download: Rosie background Zoom Support: Changing your virtual background image Show your support for the mutually beneficial, contractually negotiated Flexible Work Arrangements and using…
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Coalition of Rutgers Unions (CRU) March And Rally Wednesday in Newark
Newark Chancellor Tonya Smith-Jackson recently issued a directive that the “Newark campus expects all units to prioritize a 4:1 in-person schedule” and that “Departments proposing a 3:2 schedule must submit…
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Collective Action Results In Flex Works Win in Camden
When URA members received a top-down message attempting to mandate a unilateral change reducing Flexible Work Arrangements from two days remote per week to one, a clear response was warranted….
URA, as a part of the Coalition of Rutgers Unions (CRU) reached an agreement with management to incorporate “Flexible Work Arrangements” including “Remote Work” and “Flexible Work Schedules” into our contract (see: Article 59 – Flexible Work Arrangements). While this practice existed in some departments prior to COVID-19, the pandemic brought the function to the forefront of operations at Rutgers and fundamentally challenges concepts of who could work from where when.
As many employers now seek to curtail remote work opportunities granted during times of high infections rates, progressive employers recognized the many beneficial aspects of remote work and Rutgers developed the “FlexWork@RU” program. Our agreement builds on the principles of saving time and expenses commuting when not necessary, helping preserve the environment and utilizing that time performing vital research, academic and administrative tasks to support the university’s mission remotely.
Less widespread in implementation, but equally important to some members, is the ability to take advantage of Flexible Work Schedules to take classes by breaking up the work day, work longer days in exchange for shorter work weeks and take care of other responsibilities.
Some highlights of the agreement include:
- All unit employees are now eligible to apply for a flexible work arrangement, whether you are non-exempt (eligible for overtime) or exempt (ineligible for overtime). Previously only exempt workers were formally allowed to work remote.
- Ad hoc (temporary) remote work arrangements can be made based on circumstances. These remote work arrangement may prove to be testing grounds for the efficiency of one of the formal remote work or compressed schedule agreements.
- Seasonal modifications to a hybrid schedule can be made; based on shifting demands of the job.
- Written explanation must be provided if request is denied so members understand the decision-making process.
- Grievances can be filed if the process is not followed to help promote fairness.
Not everyone who wants to work remote will be able to do so, but there is a process in place to review requests, the expectation of fairness and the ability to grieve is the process is not followed.
As with any contractual agreement, we can only use the provisions if we understand our rights and support one another in our application of requests for flexible work arrangements across the bargaining unit. When implemented, we need to support our co-workers in demonstrating the successes in our respective workplaces so we can defend and mold the program to have a better work life at Rutgers.