Excerpted from the Flexible Work policy:
Heads of Departments, Offices, and Activities are responsible for assuring approved flexible work arrangements are within the scope of this policy and establishing the following terms and conditions, where applicable:
1. Work performed offsite is considered official state business; therefore all work objectives and tasks will be clearly defined with measurable results for the flexible work position. The manager will monitor deadlines and work produced and will measure and evaluate offsite work performance.
2. The flexible work position (particularly but not exclusively Telework and Remote Work positions) should require minimal supervision or contact with customers. The employee should demonstrate work habits and performance suited to successful flexible work.
3. Alternate Work Schedules, such as rotating shifts or a Compressed Work Schedule may be developed to allow departments to provide services outside traditional hours of work or to meet employee needs. Schedule adjustments will not result in an employee working more or less than his/her prescribed hours during a pay period. Flextime arrangements will not necessarily result in compensatory time or overtime pay. The manager or supervisor will establish clear procedures to track time worked and to document hours worked by employees covered under FLSA.
4. Annual performance evaluations of employees who engage in flexible work arrangements must indicate performance at a level of at least a Solid Achiever or above.
5. Flexible work duties will be arranged so as neither to alter the essential job responsibilities nor to compromise the level of service provided to the customer, either by the employee or the department.
6. Teleworkers and Remote Workers must adhere to all University and Department of Human Resource Management polices, rules, practices and instructions as well as state and federal laws.
7. The approval of a position for Telework or Remote Work does not mean that any employee who later may fill that same position would be authorized to work at alternate work sites.
8. Employees working from home during a university closing are expected to continue working unless it is not possible due to power outages or other conditions that prevent them from working. Employees Teleworking or Remote Working from home during an authorized closing do not receive compensatory time off.
9. Employees’ classification, compensation, benefits, and conditions of employment will not change upon their acceptance of any Flexible Work Agreement.
10. Subject to supervisor and department head approval, Telework may be used as an opportunity for partial or full return to work, if appropriate, in cases of short-term disability, workers’ compensation, family and medical leave, and illness. Telework is not intended to be used in place of leave taken for these reasons.
11. Supervisors will ensure that employees who are working from an Alternate Work Site do not take restricted access materials from the office without the written consent of their supervisor.
12. During the Summer Flex period, employees, with supervisor and department head approval, may try out a flexible work option. Departments may shorten the length of Summer Flex or not participate if it poses operational issues.
Please note: The flexible work policy does not provide for every contingency that may arise. Supervisors and employees entering into Flexible Work arrangements based upon this policy should endeavor to work together to resolve any unforeseen situation that may arise. Employees and supervisors may start, modify, or end a Flexible Work Agreement at any time unless such agreement was a condition of employment.
The complete policy is available at http://universitypolicy.gmu.edu/policies/flexible-work/