The decision to approve or deny a Flexible Work Arrangement is determined by the supervisor because he/she is best suited to understand the demands of the work and the capacity of the individual requesting the flexible work arrangement. Human Resources may assist in evaluating the suitability of the flexible work arrangement to ensure there is a mutual advantage to the staff member and the department.
Each flexible work arrangement proposal will be considered on its own merit. The following will be considered when determining a flexible work arrangement: work habits, job performance, job responsibilities, equipment/technology needs, scheduling, tax and legal implications, effectiveness in serving clients, and potential burden to teammates.
The criteria used to determine whom may work remotely include: 1) job responsibilities that can be performed productively off-site, and 2) an individual’s work habits that permit the effective use of working remotely. Examples of types of functions that cannot be performed remotely include activities that require:
- physical contact with goods (e.g., retail or transportation)
- equipment (e.g., manufacturing, specialized or not transportable computers/software)
- responsibilities that require a public presence (e.g., cashiering or reception)
A Flexible Work Arrangement is most likely to succeed when the supervisor does the following:
- Assesses the benefits of a flexible work arrangement, including reduced absenteeism and improved morale.
- Clearly communicates defined tasks and expectations.
- Provides regular feedback regarding job performance.
- Adapts the flexible work arrangement plan as needed.
- Assesses overtime implications for non-exempt employees.
- Provides flexible work schedules to the timekeeper so they are aware for KRONOS needs.
A Flexible Work agreement should include a regular work schedule and the manner and frequency of communication, including face-to-face interactions or physical presence in the department.
If the request is approved, the supervisor must submit the completed request to the Office of Human Resources at hr@tulane.edu for final processing. The timekeeper will then need to update flextime and compressed workweeks in KRONOS for designated employees.
Out of State Requests
Requests for remote work arrangements outside the states of Louisiana, Texas, and Mississippi require additional written approval from the Senior Officer. The arrangement must be processed by the Office of Human Resources before the employee begins the remote work arrangement in order to comply with any applicable state or federal law.
