Flexible Work Arrangements

Policy Documents:

The final Flexible Work Arrangements policy is located here. Also included is a comparison showing changes from the proposal.

Summary:

This new policy establishes the rules and procedures for remote work and other flexible work arrangements for administrators, staff, and other non-faculty employees.

Comments:

Many commenters expressed support for a robust remote work option to promote employees’ work/life balance and ability to meet other personal commitments and needs, to preserve employee autonomy, and to enhance productivity.

Others observed that assessment of proposed flexible work arrangements must account for the particular dynamics and needs within individual units and ensure consistency and fairness in implementation across campus.

Other feedback included concerns regarding space and parking constraints given the increased number of employees on campus, addressing employees whose primary work location is not on campus, objections to language prohibiting childcare and similar activities while working, concerns regarding provisions that required on-camera presence during virtual meetings, objections to the lack of an appeal process for denied remote-work requests, and a request to extend a remote-work option to probationary employees within their first ninety days of employment.

Changes in Final Policy vs. Proposal:

The university recognizes the benefits of remote work for both employees and the institution, and the purpose of this policy is to allow flexibility for staff while ensuring student success and creating a vibrant campus and sense of community where students and employees thrive.

The proposal was revised in several ways to respond to campus feedback:

• Language was added to clarify that the policy applies to administrators, staff, student employees, and other non-faculty employees, but not to faculty.
• The specific requirement that employees in “student-facing staff roles” must be on campus five days/week was removed, given concerns about the scope of that phrase, but the final policy reaffirms that student-facing offices must prioritize in-person coverage to support students.
• Proposed flexible work arrangements must be approved by the employee’s immediate supervisor, office head (or dean), relevant vice president and Human Resources. This process ensures consideration of the specific circumstances within an office and fair, consistent application of the policy across campus. It also addresses concerns regarding appeals, given that a vice president will review all remote work requests.
• Physical office and space constraints should be considered in assessing proposed Flexible Work Arrangements.
• Language regarding on-camera participation in meetings was retained but reframed as a professional expectation rather than a firm requirement in all cases.
• Flexible Work Arrangements are approved for one year at a time and are subject to annual renewal.
• Supervisors must give reasonable advance notice, when feasible, before modifying or terminating an approved Flexible Work Arrangement.
• Language was added to reaffirm that this policy, like all workplace policies, is subject to modification when required by applicable law, including for reasonable accommodations for disabilities.