Embracing In-Person Connection at Tulane
At Tulane, we know that meaningful collaboration, innovation, and student support are best achieved when we’re working side by side. Being on campus together encourages real-time problem solving, mentoring, and the kind of informal connections that strengthen both our work and our community.
To reinforce this commitment, Tulane will return to its pre-pandemic approach to work arrangements with a fully in-person schedule.
Starting August 11, 2025, formal hybrid work agreements will end, and employees will be expected to return to working on-site five days a week—unless their position has been officially designated previously as fully remote within our HR system.
Supporting Flexibility Where Needed
We encourage managers to approach occasional, short-term needs for flexibility with understanding and compassion. Life happens—and when it does, thoughtful accommodation helps maintain a supportive and resilient work environment.
Approval Process
A flexible work arrangement agreement must be approved in writing by your supervisor and department head. Additionally, for academic units, approval is required by Dean and then the Provost. Requests from all other units must be submitted to the departmental Vice President, then to the Vice President for Human Resources before submission to the Chief Operating Officer for final approval and be on file with the Records section of the Office of Human Resources at hrrecords@tulane.edu.
Flexible Work Arrangement Options:
What is Flextime?
Flextime is an alternative work schedule that gives employees greater flexibility in choosing their work hours or the opportunity to change their work schedules from one week to the next depending on personal needs. Under a flextime arrangement, employees are required to work during the university’s core hours (9:00 a.m.–2:00 p.m.), allowing for flexibility in starting and ending times.
Many departments provide services that require an in-person presence. Being on campus offers a sense of community and belonging that is essential to providing the best services to students, employees, and the campus community. For full campus services to be available, some positions will need to be fully on-campus and in-person.
Timekeeper Responsibility
It’s the timekeeper’s responsibility to update the employee’s schedule in the timekeeping system if the flexible work arrangement results in a change in hours of work or days off. Failure to update the schedule may cause errors in the employee’s pay.
- For assistance, see the How to Add a Schedule visual aid.
Supervisors should contact their HR Business Partner if they need guidance in developing criteria for a flexible work arrangement request.
What is hybrid remote work?
Hybrid remote work is a flexible combination of both in-person and remote work schedules. In a hybrid remote work arrangement, an employee has a defined schedule in which work is carried out some days of the week or month on campus in a designated space and some days in an official remote location. The maximum number of remote workdays for hybrid remote work shall not exceed two days per workweek.
Effective August 11, 2025, hybrid work agreements will end, and employees will be required to work on-site five days a week unless their role is officially designated as fully remote in the HR system.
Timekeeper Responsibility
It’s the timekeeper’s responsibility to update the employee’s schedule in the timekeeping system if the flexible work arrangement results in a change in hours of work or days off. Failure to update the schedule may cause errors in the employee’s pay.
- For assistance, see the How to Add a Schedule visual aid.
Supervisors should contact their HR Business Partner if they need guidance in developing criteria for a flexible work arrangement request.
What is a compressed workweek?
A compressed workweek is an alternative work schedule that allows employees to work an increased number of hours each day in order to shorten the number of days worked during the workweek. Under a compressed workweek arrangement, employees are required to work the same number of hours during a pay period. A reduction in work hours is not considered a flexible work arrangement.
Many departments provide services that require an in-person presence. Being on campus offers a sense of community and belonging that are essential to providing the best services to students, employees, and the campus community. For full campus services to be available, some positions will need to be fully on-campus and in-person.
Timekeeper Responsibility
It’s the timekeeper’s responsibility to update the employee’s schedule in the timekeeping system if the flexible work arrangement results in a change in hours of work or days off. Failure to update the schedule may cause errors in the employee’s pay.
- For assistance, see the How to Add a Schedule visual aid.
Supervisors should contact their HR Business Partner if they need guidance in developing criteria for a flexible work arrangement request.
Tulane is a vibrant residential campus that thrives on the in-person experience. The majority of our employees likely need to be onsite to support this environment. However, certain positions may need to be fully remote based on a couple of different factors.
Some positions are difficult to recruit for and require highly skilled individuals. Depending on the role, these positions may not need to be onsite to perform their duties. Departments, in consultation with talent acquisition, determine if there is a need to have the position designated as remote to fill the applicant pool with the skill level needed for the role.
What is fully remote work?
Fully remote work is a flexible work arrangement where an employee’s official work location is off-site regularly. Still, they may be required to come onto campus for meetings or other activities. Fully remote work is offered on a limited basis, and approval for remote positions is reserved for roles requiring highly specialized positions or where local talent is not readily available.
Supervisors should contact their HR Business Partner if they need guidance in developing criteria for a flexible work arrangement request.
FAQs
Which positions at Tulane qualify for a flexible work arrangement?
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 that considers multiple factors.
Who initiates a request or takes primary responsibility for exploring a flexible work arrangement?
Either the employee or the supervisor may suggest a flexible 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.
Who will decide on the work location in a flexible work arrangement, and will a fully remote work schedule be allowed?
Ultimately, the ability to have a flexible work arrangement will be based on the needs of the business, the employee’s role and job duties, and their function within the department and organization.
Are employees eligible to appeal a denial of a flexible work arrangement?
The supervisor and department head approve a flexible work arrangement. 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.
The dean or provost decides to approve a flexible work arrangement for academic units. The Chief Operating Officer ultimately grants the decision for all other units. These decisions are final and are not subject to appeal.
What happens if an employee with a flexible work arrangement transfers to another department?
An established flexible work arrangement exists between employees and supervisors within their respective departments. 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 must be completed and approved.
Are staff in non-exempt positions eligible flexible work arrangements?
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.
Is a request for disability accommodation determined under the flexible work arrangements policy?
No. Reference the Americans with Disabilities Act (ADA) accommodation request process. For questions regarding the accommodation process, contact ADAaccess@tulane.edu.
As a supervisor, am I able to grant one employee’s request and deny another employee’s request for a flexible work arrangement?
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 for a flexible work arrangement request. Supervisors are advised to document the basis for each decision and which factors led to approval or denial. 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.
How should a supervisor handle flexible work requests where it is critical to operations that employees are working onsite and in person?
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.
How should a supervisor handle a situation where it may be appropriate to approve one person's request for a flexible work arrangement but deny the request of another?
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 business results or 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.
Can a supervisor revoke a flexible work arrangement that they have already approved?
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.
