General
To help with orienting your new hires and ensuring you’ve completed your onboarding responsibilities, review the UC BOSS Welcome Packet.
These documents provide the first day and first week snapshot for your new hire and may be tailored to your needs.
What is a Flexible Work Arrangement (FWA)?
FWAs are an approved ongoing variation regarding where a job is performed (location) or the time the work is performed (schedule). FWAs must be reviewed and approved by Deans, Vice Presidents (VPs), or other appointed leaders.
FWAs apply to employees who are staff in both classified and administrative & professional positions.
Full-time in-person work arrangements do not require a completed agreement between supervisor and employee.
Types of Flexible Work Arrangements
Flexible Work Schedule
A flexible work schedule is an ongoing adjustment to an employee's regular schedule and may vary the days or times that an employee fulfills their schedule requirements. These changes should match the operational needs of the position and unit and ensure proper oversight of work assignments. A Flexible Work Agreement must be completed and should include planning for holidays, events, meetings, and other workplace commitments. Employees with approved flexible schedules may be required to work a more standard schedule when needed.
Flexible Work Location
A flexible work location allows an employee to work specific days (per week, month, or during seasonal periods) at a location that is not their regularly assigned place of employment. Positions that require regular in-person interaction with students, faculty, staff, and other stakeholders, that have on-site service responsibilities, or are dependent on continual physical presence, will not be considered for a flexible work location. Types of flexible work location arrangements include:
Remote Hybrid – Employee is authorized to perform their regular job duties from both an on-site and approved off-site location.
Remote Full – Employee is authorized to perform their regular job duties from an approved remote work location.
Employees working from a flexible work location may be required (at the employee's expense) to come to their assigned work location or other University location for events, meetings, and other commitments, and should be available promptly during regular work hours, when needed. Employees may also be required to reside in the area where the work is to be performed.
A Flexible Work Agreement must be completed for any FWA. FWAs are not considered permanent and may end at any time for any reason, including performance concerns, organizational needs, or team structural changes.
To complete your Flexible Work Arrangement, use the Undergraduate College FWA PowerForm.
In recognition of the challenges posed by the rising cost of living in Austin and the surrounding areas and its impact on the financial well-being of some employees, the University has established an annual Commuter Subsidy program for eligible employees.
Eligible staff members will be notified via email prior to when Commuter Subsidies will be distributed.
For more information, visit https://hr.utexas.edu/current/compensation/commuter-subsidy-program
Conflict Management Services provides many resources to help you through different versions of workplace difficulties. You may always reach out to the Associate Director of Human Resources to help you navigate these situations, as well.
Conflict is normal and will occur even in the most solid workplaces.
Conflict arises from:
Miscommunication
Misunderstandings
Differing viewpoints or beliefs about a situation
Threats to employment status or professional reputation
Unmet needs
Broken trust
Unmanaged conflict can lead to stress, job dissatisfaction, decreased productivity, negative health impacts, retention issues, and lower team morale.
Conflict is not the problem. The problem is how conflict is managed and resolved. Understanding the underlying causes of conflict and our responses to the situation, leads to more successful resolutions. With the right guidance, the effective resolution of conflict can actually strengthen workplace relationships and morale.
CMDR services are designed to resolve conflict, repair workplace relationships, and improve communication so that employees can thrive personally and professionally. We specialize in workplace conflict and work to create a positive path forward for all parties involved in the conflict.
The services of CMDR are voluntary and private (except for legal reporting requirements, such as Title IX). Schedule an individual consultation with CMDR to discuss which services best meet your needs.
Mediation & Facilitated Discussion
Mediation
Mediation is an informal, structured process led by a neutral, trained mediator. The mediator does not make decisions for the parties or judge the issues. The parties are empowered to decide which issues to address in mediation and to work toward agreements on those issues.
Facilitated Discussion
Similar to mediation, facilitation is a problem-solving process guided by a neutral trained facilitator. The facilitator will not make decisions or judge the issues. The facilitator will work to address communication patterns, helping the parties clarify misunderstandings and articulate their needs, interests, and expectations. The facilitator will work toward a plan for parties to interact in more positive ways going forward.
When to try mediation or a facilitated discussion:
Poor communication has led to misunderstandings and different expectations
Maintaining an ongoing relationship with the other person is important
Parties want to retain control of the outcome and work creatively toward solutions
Desire to resolve the issues at the lowest-possible level and avoid publicity.
Assistance in communication and presentation of information is needed
Desire to have open, honest discussions in a safe environment
Willingness to actively listen to understand the concerns, interests and needs of each party
Willingness to collaborate to make agreements that are acceptable to both parties
Desire for both parties to adhere to agreements. Agreements made mutually and collaboratively have increased buy-in and adherence).
Commitment to focus on the future and how to improve relationships and issues moving forward.
CMDR Conflict/Communication Coaching
Coaching is an opportunity for staff, whether an employee or supervisor, to work one on one with a conflict resolution specialist on conflict management, communication, management best practices, and/or career development. The coaching session allows you to analyze your conflict/issue in a safe environment to help you identify its source and impact. Coaching allows you to take a closer look at your own role in the workplace dynamic, learn ways to position yourself in the future, and communicate to have productive interactions that may deescalate emotions and lead to problem solving.
To schedule a consultation appointment:
Schedule a consultation to discuss which services best meet your needs.
Email cmdr@austin.utexas.edu to request an appointment. Include your phone number and whether a morning or afternoon slot is better for an initial 1-hour appointment.
Alternate method if email is not available: Call 512-475-7930 and leave a detailed, clear voicemail with your name, EID, email address, phone number, a brief description of your issue, and whether a morning or afternoon slot is better for an initial 1-hour appointment. If your message is unclear, then we may not be able to contact you.
If you are considering filing a formal grievance, then please reach out as soon as possible to schedule a consultation. You must reach out to CMDR within 10 University Business days of the incident and meet with the Dispute Resolution Officer in order to file a grievance
CMDR Training
Conflict Management and Dispute Resolution Services offers a range of training opportunities to help develop skills to effectively navigate conflict. In addition the open registration in UTLearn, departments can request these trainings by emailing cmdr@austin.utexas.edu
Current Training Offerings:
Leadership Skills in Conflict Management
Audience: Current Supervisors of Staff, Leadership Position
Length: 2 hours
Conflict can be a challenging workplace dynamic, even for experienced leaders. This course covers best practice approaches and effective skills for conflict management. This course additional time for interactive discussion and small group work to practice conflict resolution skills.
Successfully Navigating Conflict
Audience: Staff and Supervisors
Length: 1 ½ hours
This presentation covers specific pitfalls that prevent conflict resolution, alternative skills to successfully navigate conflict, and a framework for effectively approaching conflict in the workplace. This presentation covers the same material as the 50-minute version of this training, with additional time for interactive discussion and small group work to practice conflict resolution skills.
Understanding and Communicating Your Needs in the Workplace
Audience; Staff
Length: 1 hour
Participants will learn a basic needs and feelings framework, identify how their needs show up in the workplace, and practice communicating those needs to others.
What are we really saying? ; Empathetic Communication in the Workplace
Audience: Staff and Supervisors
Length: 2 hours
This participatory workshop will introduce an empathetic communication model of feelings, needs, and requests. Participants will practice a using this model as framework for understanding and responding to needs in the workplace, and communicating with understanding and empathy. This workshop covers some content of “Understanding and Communicating Your Needs in the Workplace” and expands into more depth, with more practice activities and group discussion.
HR Essentials: Conflict & Communication
Audience: HR professionals
Length: 2 hours
Conflict can be a challenging workplace dynamic, especially in a human resource role. This course covers best practice approaches and effective skills for conflict management. It details how Conflict Management Dispute Resolution Office that can assist staff, supervisors, and HR professionals in their roles. This course includes time for interactive discussion and practicing conflict resolution skills from the unique role of an HR professional.
Resources
The Office of Conflict Management and Dispute Resolution is a resource to the entire staff population. Other valuable resources are provided to employees during consultations. Other helpful resources:
As part of your onboarding, complete your non-payroll direct deposit authorization. This will ensure that any future payments from the university will arrive via direct deposit payment.
You can establish or update direct deposit information using My Bank Information. Click I Authorize to record your changes.
Note: Access to My Bank Information requires an upgraded UT EID (i.e., The University of Texas at Austin has been presented with physical proof of an individual's identity such as a driver's license or passport). For more information on upgrading your UT EID, see UT EID Self-Service Tools.
