(E) Criteria for the Assessment of request for alternate work schedule

The parties agree that an employee’s ability to enter into an alternate work arrangement, specifically, Flexible Schedule or Compressed Schedule provides the opportunities to enhance productivity and work-life balance. Request for an alternate work arrangement will be received and assessed for approval on an individual basis. Alternate work arrangements must take into account operational requirements and the obligation to provide the best possible service to the University community. The assessment will be based on, but not limited to, the following criteria:

An increase in overtime worked, either by the employee requesting the alternate work arrangement or by any other employee in the University.
An increase in headcount, either in the employee’s team, or elsewhere in the University.
Any impact on co-workers. Examples of such an impact may include, but are not limited to:
- Additional work being placed on co-workers;
- Co-workers’ inability to qualify for alternate work arrangements themselves;
- Co-workers’ inability to take leave
A deterioration in the level and quality of service provided by the employee or the unit within which he/she works.
Impact deadlines and schedules, quality of project deliverables, products or solutions.
The manager's ability to adequately carry out their management responsibilities, including but not limited to, planning, organizing, staffing, leading and managing that organization.
Absence of conflict with requirements of this collective agreement.
Other impediments with respect to the implementation of the arrangements.

A request may not be unreasonably denied. In the event that a request is denied, the employee's manager will provide an explanation. This explanation may lead to a revised request from the employee. Revised requests will be duly considered and assessed in the same fashion as original requests.

In witness whereof, the parties have signed on February 22, 2018.