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.
You are browsing archives for
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. […]
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.
As with many questions, this one depends. Even older children or a self-sufficient older relative can distract you from your work. It’s important to be honest with yourself and your supervisor. Are your children old enough and mature enough to be self-managing? Do family members understand the boundary between work and non-work? Will you be […]
A formal Flexible Work arrangement is negotiated in advance, initiated through the Flexible Work policies and procedures, documented using the approved forms, and is reviewed and assessed after 90 days. Additionally, if the Flexible Work Agreement is approved to continue after the 90-day trial, the agreement is renewed at least annually. Individual departments can administer […]
Perhaps. It’s best to work out these questions in advance with your supervisor so that if a situation arises, expectations and procedures are clearly defined. If you need to implement Flextime or Telework for a limited time, you would work with your supervisor to create an “informal” Flexible Work arrangement that does not need to […]
No. Telework must be treated similarly to working in your Mason office. Telework cannot be a substitute for child or other dependent care.
Yes. One of the business-case reasons to encourage Telework and Remote Work is continuity of operations. Additionally, the university’s policy on Flexible Work requires that 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. […]
It is important that communications not suffer when you utilize a Flexible Work arrangement. Instant messaging, Microsoft Teams, e-mail, telephone, and Zoom can all be used to keep people connected. For some tips on how to stay connected when you are working off site, see How to Stay in the Loop, A Teleworker’s Tip Sheet.
It depends on the type of sensitive data you are working with. ITS has technology tools to ensure a secure connection from remote locations that are acceptable for working with most types of sensitive data. For information on Virtual Private Network (VPN) and other teleworking tools, visit the Technology Tools section of this site. Sensitive […]
Mason is not responsible for operating costs, home maintenance, or other incidental costs related to Telework. Reimbursable expenses such as long distance phone or ISP costs are discussed by the employee and the employee’s department. Additionally, Accounts Payable will not reimburse an employee for costs associated with Telework unless there is Flexible Work Agreement or Remote Work […]