The information you need to know and the steps you need to take to learn if flexible work is right for you.
To evaluate whether remote work is right for you, we recommend you and your manager complete the below assessments, then discuss. The assessments and manager-to-employee conversations will help determine whether remote work is feasible.
Flexible Workers are responsible for compliance with all university security policies and practices.
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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.).
You can use this decision tree to determine which form to fill out. The Flexible Work Agreement is designed to request Flextime, Compressed Work Schedule, Hybrid Telework, Fulltime Telework within the Commonwealth of Virginia, or a Combination of these flexible work types. The Full Time Telework/ Remote Work Request Dynamic Form is only used to […]
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 […]
If you submitted a Flexible Work Agreement, you can access your pending, completed, or previous forms at any time on Mason Leaps by clicking “Performance”, “Performance Reviews”, and looking under “My Personal Reviews”. If you submitted a Remote Work Agreement, you can access your pending, completed, or previous forms at any time on the Dynamic […]
Yes. After the 90-day trial period, the agreement is renewed annually keeping in mind that it can be terminated at any time by a supervisor or the employee with reasonable notice. Reviews can occur more frequently at the discretion of the department, the supervisor, and/or the employee.
Telework agreements can be temporary or permanent. Any flexible work arrangement lasting more than a few weeks should be documented with a telework agreement. On the telework form, please indicate a start and end date for the arrangement. Flexible Work policy (University Policy Number 2202) requires that all new Flexible Work Agreements and Remote Work […]
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 […]
