CLICK HERE to review the Alternative Work Arrangements Policy
How to Request an Alternative Work Arrangement
Complete the required A.W.A. training for your role. After you complete the training, save the “Quiz Pass” email confirmation as your proof of completion.
Alternative Work Arrangements Training for Individual Contributors
HH2409 – Alternative Work Policy – Staff
Alternative Work Arrangements Training for Managers and Supervisors (for staff members with direct reports only)
HH2408 – Alternative Work Policy – Managers
To request in enrollment, log in to P.A.S.S. via AccessUH and request enrollment for the correct course number.
The training will be available in TAP the next day for your completion.
Review the training in its entirety and complete the quiz to receive credit for the course.
After the P.A.S.S. request is approved, you may begin working your A.W.A. on the approved start date!
Forms and Resources
Approval Process Workflows
Assistance with Adobe
How to Setup the VPN
Resources for Supervisors and Managers
In this course, productivity author and Emmy-winning producer Paula Rizzo shares tips that can help you thrive in this new world of hybrid and fully remote work. Discover what you need to know about establishing a routine, organizing your workweek, and optimizing communication with your boss and colleagues.
Is this policy for all university of Houston’s staff, faculty and students?
This policy only applies to staff employees and not to faculty or student workers.
What do I need to do to request an alternative work arrangement?
A staff employee seeking an alternative work arrangment must submit to his/her immediate supervisor a written request. The request must include a proposal of an alternative work arrangement, proposed methods for the completion of all assigned tasks and job responsibilities related to that alternative work arrangement, and means of conducting job-related communications with required individuals.
What do I do if my version of Adobe does not allow me to create a digital signature?
Does this policy allow remote work outside of the state of Texas?
The off-campus Alternative Work Location for any alternative work arrangement must be located in the State of Texas and also must be reasonably close enough to the University campus so, if necessary, the employee can be physically present at their Regularly Assigned Place of Employment on the same day as needed.
Who can approve the alternative work arrangement?
Approval of an alternative work arrangement will be considered by the employee's immediate supervisor in conjunction with additional management approval(s) as delegated by the responsible Vice President.
Who will be responsible for any loss or damage to University equipment and operational costs (i.e. cell phone, maintenance, additional expenses) during the alternative work arrangement?
The University is not liable for damages to employee-owned equipment being used as part of an alternative work arrangement. The employee is liable for any equipment lost, stolen, or damaged, including negligence, misuse, or abuse. The University is also not liable for operating costs, home maintenance, or any other incidental costs (e.g. utilities, telephone, insurance) arising out of or relating to the employee’s alternative work arrangement.
What type of software and internet will be required during an alternative work arrangement?
Employee must use only University approved software for connecting with the University’s network (VPN) from their Alternate Work Location and must always run current anti-virus software and follow University security rules, copyright laws, and procedures. Employee is responsible for providing work space, telephone, printing, networking and/or internet capabilities at their Alternate Work Location. Internet access must be via DSL, Cable Modem, or a current bandwidth network.
How often will the alternative work arrangement need to be reviewed and/or reassessed?
Arrangements for an alternative work must be reviewed at least annually to assess continued feasibility in light of any reduction in the employee's productivity, changes in work needs or service to students or internal or external customers.
How can the alternative work arrangement be discontinued?
The University, including the employee’s immediate supervisor can discontinue the employee’s participation in an alternative work arrangement at any time and for any reason. Employees may also request an alternative work arrangement be terminated by providing their immediate supervisor with ten business days’ written notice.
Where can I find the Alternative Work Arrangement policy?