Purpose

To create a supportive work environment for Employees to meet family obligations and to provide guidance as to when Children can appropriately be at the workplace.

Policy Statement

Wichita State University (“University”) values an atmosphere that fosters a healthy balance between workplace obligations and family issues. When work obligations allow, the University encourages Leadership to support Employees who wish to meet family responsibilities by using breaks or lunch hours, flexible work schedules, adjusted hours or vacation leave for this purpose.

The University understands that visits by Employee’s Children occur for a variety of reasons. However, the extended presence of Children during work hours is not allowed.

Definition

1. Children

   Individuals under the age of eighteen (18), who are not enrolled in classes at the University.

2. Employee

   An individual who, when hired, provides services on a regular basis in exchange for compensation, receives a W-2, and who does not provide these services as a part of an independent business. This includes temporary and part-time Employees.

3. Leadership

   Leadership includes individuals at the University who have Employees reporting directly to them, or Department Chairs/Directors.

Procedure

1. Employee(s) should meet with Leadership to request having Children in the workplace.
2. Leadership will determine if the request is within the parameters of the policy and if so, use discretion based upon individual circumstances and business needs.
3. At all times, Children remain the sole responsibility of the Employee.
   1. Employees must accompany their Children at all times.
   2. The Employee must not ask any other Employee or student to supervise the Child.
4. The presence of the Child cannot disrupt the work environment or negatively affect the productivity of the Employee or anyone in the workplace.
5. Leadership may ask the Employee to remove the Child from the workplace at any time if Leadership determines that there are health or safety concerns, or that the Child’s presence is disruptive to the work environment.
6. A Child who has an illness that prevents acceptance by a regular day care provider or from attending school, particularly a Child with an infectious disease, should not be brought to the workplace under any circumstances.

Responsibilities

1. Leadership

   1. Be knowledgeable of University policies and procedures.
   2. Determine if there are health or safety concerns, or if the Child’s presence is disruptive to the work environment.
   3. Communicate expectations with Employees.
   4. Provide reasonable accommodations for Employees.
   5. Address behavior that prevents the Employee from meeting workplace responsibilities or disrupts other employees in the workplace or the education of our students.

2. Employee

   1. Adhere to University policies and procedures.
   2. Contact Leadership in advance for work schedule accommodations or permission to bring your Child into the workplace.