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This policy change applies to all classified staff at George Mason University who utilize telework (which includes remote working, those teleworking as part of an approved Accommodation, Adjustment and Modification (AAM), and temporary telework of less than two weeks duration). This policy will take precedence over and supersede all prior university classified staff telework policies and forms. […]
The employee cannot launch this form. Employees should request their manger/ department head fill out the Fulltime Teleworker/ Remote Work Request Form (for remote workers outside of VA or outside of the U.S.).
There are three forms which apply to Mason Faculty and Staff. Your employee classification and type of flexible work will determine what form you need to complete. You can use this chart to determine which form to fill out. If you’re unsure which form to fill out, email engagehr@gmu.edu.
Whether you are an employee or a supervisor, the first step is to review the policies, procedures, and agreements associated with Flexible Work. The next step is to develop a proposal and discuss it with your supervisor and/or department head. During the discussion, ascertain whether the arrangement is feasible and how it would impact the […]
You can access your pending, completed, or previous forms at any time on the Dynamic Forms site by clicking “Pending/Draft Forms” (for pending agreements) and “Forms History” (for completed and previous agreements) on the homepage.
Yes. All flexible work agreements are valid for a maximum of 12 months. A flexible work agreement can be terminated at any time by a supervisor or the employee with reasonable notice. Three-month check-ins are encouraged to assess the status of the flexible work agreement.
Yes. Supervisors and employees can change or terminate a Flexible Work arrangement. If the employee wishes to modify or end a Flexible Work Agreement, the employee must provide at least 5 business days’ notice. Management will provide at least 5 business days’ notice if the Flexible Work Agreement is to be terminated. The first priority […]
Yes. Flexible Work is not mandatory, universal, nor an entitlement. The goal is to create a win-win situation that effectively balances the needs of the department and its employees. Flexible Work arrangements work best when they contribute positively to employees’ work/life balance, while not negatively impacting their productivity and availability. Supervisors need to assess the […]
