Submitting your availability

  1. Before submitting your Availability to your employer, it's important to understand what Availability represents:

    1. Use Availability to inform your manager about specific times during the day or days of the week when you are unavailable for work due to conflicts. These conflicts may be related to school, other jobs, or other commitments.
  2. To submit your availability, navigate to the “Availability” tab and press the “+” on the day of the week that you want to request availability for.

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  3. When you press the “+”, a window will pop up with where you can submit how available you will be for that day of the week with the following options:

    1. Unavailable (unable to work at any time)
    2. All Day (able to work at any time)
    3. Custom (able to work at a specific time)

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  4. You will also have the opportunity to request certain “Preferences” (the time that you would prefer to work within your availability) and “Effective Date” (the date that you want the availability to go into effect).

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<aside> 💡 Take note that availability requests are repeating, meaning that if you request a certain availability for Sundays, it applies to all Sundays going forward. If you have a certain period of unique availability (i.e. holidays or breaks from classes during a semester of school), that is not a problem. Just make a new availability request with an “Effective Date” when your unique availability starts and then request your original availability with an “Effective Date” when your unique availability ends.

</aside>

  1. Once you have submitted an availability request, it will be sent to your manager for approval. You will see the pending request as a yellow card under the day of the week that you requested.

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  2. Once acted upon by your manager, the requested card will turn green if approved, and will remain until that availability goes into effect on the “Effective Date” (if the request is rejected, you will receive a notifications and the yellow pending request will disappear).

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