Alternate Work Options

UAB is committed to providing an environment where our employees can work at their most productive level thereby sustaining a culture that supports individual well-being and work-life balance. Based on research, including UAB employee input, we are implementing a pilot program on September 1 to further explore long-term alternate work options (hybrid/remote) for qualified positions. This benefit aligns with UAB’s shared values and is a strategic business decision to retain and attract top talent.

Limited Eligibility to Participate in Phase I

During Phase I of the pilot, we will test strategies and measure results among a limited group of Workgroup A staff in participating central administrative units who meet criteria and are approved to participate. The initial phase of the pilot is limited to central administrative units only; schools and colleges will have the opportunity to join the pilot at a later date. (Note: Our original plan was to include staff in schools and colleges in the initial phase of the pilot, but the resurgence of COVID through the Delta variant has made managing a Sept. 1 start date unrealistic for schools which are planning and adapting to start the fall semester. It is anticipated that faculty work arrangements will retain similar flexibility as they were pre-pandemic).

Many jobs require an in-person presence to best serve our students, patients, community and each other, so many roles will not be eligible for remote or hybrid schedules. Some jobs, however, can be done well — and sometimes more effectively — off-site. Access the UAB Employee Workforce App online to determine whether your job title/role can be considered for an alternate work schedule in Phase I of the pilot. If your job is considered eligible, you will see “Remote/Hybrid-Possible: Yes, if supported by operational plan” clearly identified below your workgroup assignment and above your specific job title. If a group or individual’s job title/role can be considered for a remote/hybrid work schedule, an administrative unit has the discretion — based on local needs including the ability to manage and monitor productivity among groups or individuals — to include or not include those positions/individuals in proposed operational plans.

Phase I of the pilot will take place over a six-month period, Sept. 1, 2021, through Feb. 28, 2022. What we learn will guide decisions on the future of remote/hybrid work structures as we strive to remain a competitive employer of choice and maintain excellence in every area of our mission.

Alternate Work Option Process

Central administrative units will submit an operational plan that outlines and justifies proposed remote or hybrid work schedules among eligible Workgroup A staff; operations plans must be approved before implementation.

  • A proposed alternate work schedule should benefit the institution and must be made based on the job/business need, not an individual’s personal need or desire.
  • Supervisors are encouraged to use discretion to determine what staffing structure in their unit is best for the institution.
  • Org Admin will update the individual employee work options in the dashboard based on instruction from the supervisor in collaboration with unit leaders.
  • The dashboard data will update to the Alternate Work Option Proposal Form. It is here that additional information will be provided to support the proposed plan. Once this form is completed it will be submitted for review and approval by the President/SVP.
  • After the plan is approved, the managers and staff participating in the Phase I pilot will be assigned required training that must be completed before beginning the alternate work option.

Alt Work Options Process

Select an option below to learn more about training and resources available to participating employees and their respective managers.