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Implementation of Work-Life Integration Strategy

December 20, 2017

The Division of Business and Administrative Services (BAS) is assessing and evaluating the way business is done at UC Merced from top to bottom. Thanks to technological tools like Skype, video conferencing and mobile devices, some university business can now be done virtually without sacrificing quality or convenience.

As part of our ongoing efforts to modernize business systems and processes, the university is implementing work-life integration strategies in departments where applicable. BAS has piloted several options and identified the ones with the greatest potential for success at UC Merced.

The Office of Human Resources is your partner in assessing and navigating alternative work strategies. Today’s message seeks to provide both employees and supervisors with updated resources to understand the concept and to identify the opportunities and challenges that an alternative work arrangement may present in the work you do.

What Is Work-Life Integration?

Work-life integration is an approach that creates more synergies between all areas that define “life”: work, home/life, community, personal well-being, and health. It’s a means that allows individuals the flexibility to prioritize – and integrate – work and life.

Technological tools (such as Skype, video conferencing and mobile devices) have created new ways for us to collaborate and work virtually, bringing with them tailored alternatives for work schedule flexibility.

What Does UC Merced Offer? 

To promote work-life integration, UC Merced offers the following alternate work options:

Alternate Work Schedules (AWS): consists of compressed workweek and flexible work schedules.

Telecommute: allows an employee to work a combination of offsite and onsite work.

Remote Work: generally, allows an employee to consistently perform work offsite.

Authority and Responsibilities 

Not everyone’s work is conducive to these arrangements – and Human Resources is available to help you through such decisions. But the authority to either implement or approve an alternate work arrangement rests solely with the departments and their supervisors. Decisions must be made with operational considerations in mind. 

Available Resources 

For more information regarding any of the above options, including eligibility requirements, and alternate work agreements, please visit the work-life integration website. You are encouraged to review these resources, and whether you are a supervisor or employee, if you would like to discuss these options or have questions, please feel free to contact your HR Consultant if you would like to discuss these options or have questions. We are here to help!

Future education and communications will be forthcoming as we move deeper into the upcoming year.

Thank you,

David Ellington
Acting Associate Vice Chancellor for Human Resources