Please review the following frequently asked questions regarding Flexible Work Arrangements. If you have additional questions or would like more information, please contact your HR Business Partner.
Decisions on which positions are eligible for flexible work arrangements are based on operational and business needs and are made without bias to ensure an equitable process. Suitability for flexible work is determined through a collaborative process which considers multiple factors. Complete the Flexible Work Self-Assessment to determine if a position is well-suited for hybrid work.
All full-time and part-time staff members, whether exempt or non-exempt, may be eligible for a Flexible Work Arrangement if the arrangement is mutually beneficial to both the employee and university. Please visit the Staff Handbook to read the full policy. This policy does not apply to Faculty or Student employees.
Either the employee or the supervisor may suggest a hybrid remote work arrangement. The employee and their supervisor are encouraged to discuss their needs and to work together to develop the best possible arrangements for their situation. Please reference the Flexible Work Employee Guide and Flexible Work Supervisor Guide for supporting checklists to help guide you through the process.
The University has asked supervisors and managers to consider hybrid remote work options for their staff for positions where job duties may be conducive to them. Ultimately, the ability to work remotely will be based on the needs of the business, the employee’s role and job duties, and their function within the department and organization. Hybrid remote work schedules will be considered as part of this process. Please review the Flexible Work Employee Guide.
If your home is not conducive for hybrid remote work, then you may be able to explore other flexible work options such as a compressed workweek or flextime with your supervisor.
The decision to grant flextime, a compressed workweek, or hybrid remote work is determined by the supervisor and department head. If an employee’s supervisor denies the request, the employee may ask the department head to review the request. The department head’s decision is final and not subject to appeal.
For academic units, the decision to grant fully remote work is determined by the Dean or Provost. For all other units, the decision is ultimately granted by the Chief Operating Officer. These decisions are final and are not subject to appeal.
Long-term or fully remote work will only be allowed on a limited basis when justified by the nature of the work being performed and therefore requires additional levels of approval.
An established flexible work arrangement exists between the employee and supervisor within their respective department. An employee who transfers to another department would need to go through the flexible work arrangement approval process in their new department. A new form would need to be completed and approved; please see our Resources page for all applicable forms.
Yes, flexible work arrangements will be available for non-exempt employees subject to operational and business needs. Supervisors must ensure that appropriate breaks are taken, that all hours worked are reflected as time worked, and that overtime has advance approval by the supervisor.
The supervisor may be able to assign other work during this time or make arrangements for the employee to work on-site. If these options are not available, the employee may use leave time.
No. Reference the Americans with Disabilities Act (ADA) accommodation request process. For questions regarding the accommodation process, contact ADAaccess@tulane.edu.
Employees with flexible work arrangements are subject to the same time and leave policies as on-site employees without a flexible arrangement. Hybrid remote or fully remote work is not a substitute for leave.
Decisions related to granting a flexible work arrangement should be based on the needs of the organization as well as objective criteria related to an employee’s job performance and job demands. Supervisors are expected to maintain a consistent approach when reviewing the criteria of a flexible work arrangement request. Supervisors are advised to document the basis for each decision and which factors led to approval or denial. Supervisors should reference the Evaluating Flexible Work Suitability Guide that assists supervisors and managers in thinking through the decision-making process. Supervisors can also reference the manager guide for more guidance. If a supervisor would like additional support or consultation in determining if/how to grant a flexible work arrangement, they can also contact their HR Business Partner.
Flexible work arrangements may not be feasible for every employee and every department. It may be helpful to review how operations are handled when this employee is out of the office due to vacation or illness, and then determine if that can be maintained as part of a flexible work arrangement.
It is essential that supervisors work with individual employees and consider the whole team objectively when evaluating flexible work arrangements. When possible, supervisors should consider a group of proposals together, which ensures a process that is consistent and transparent. Flexible work arrangements should not negatively impact the business results and the work environment. Supervisors are encouraged to be transparent in their decision-making process and point to business reasons for considering a flexible work arrangement. Review the Evaluating Flexible Work Suitability Guide.
Yes, a supervisor is able to revoke a flexible work arrangement. Some of the reasons a flexible work arrangement may be revoked include if it is no longer beneficial to business operations and/or if the employee develops job performance, attendance, or behavioral deficiencies.
Managing hybrid work teams can be challenging. Resources to support leaders in managing flexible work groups are available on the Resources page.