Workplace Flexibility

man working at laptopWe know that flexible work arrangements—which allow for variations in when, how long, or where you work—can make it easier to do your best work while still meeting JHU’s business needs.

 

 

JHU Current Workforce Flexibility Guidelines (Fall 2021)

JHU’s Return to Campus Operations allows workplace flexibility for many employees. Collaboration and communication are integral to cultivate a work environment that meets the needs of both the university and its employees. Not all positions or work situations are conducive to flexible work arrangements, and the decision to implement a flexible work arrangement must meet the operational needs of the university. However, when planned and implemented properly, flexible work arrangements can yield a host of benefits, including increased productivity, improved morale, decreased absenteeism and turnover, and improved quality of work.

The following is information to help employees and managers navigate the process of assessing and planning for flexible work arrangements. You can also consult your local HR business partner (HR Directory) or Central Employee and Labor Relations (EmployeeRelations@jhu.edu) if you can have questions or need advice about flexibility guidelines.

Important Considerations

When considering flexible work arrangements for employees, supervisors or managers will review the nature of the work to be performed, an employee’s current job performance and attendance, an employee’s ability to work independently, and the impact the flexible work arrangement will have on your department/unit, and other colleagues and stakeholders.

Supervisors and managers should be prepared to answer the following questions:

  • Can the job tasks be performed outside of traditional work hours (8:30 am-5pm) and/or from an alternative/remote work location?
  • Is the employee knowledgeable about and skilled in doing their job?
  • Does the employee know what the performance expectations are?
  • Does the employee’s current performance level meet or exceed management’s
    expectations?
  • Can you clearly measure the employee’s performance under the flexible work arrangement?

Remember, flexible work arrangements must comply with all applicable JHU policies regarding overtime, holidays, vacation leave, and sick time. If you have any questions about the appropriateness of a flexible work arrangement, you should consult with your local HR business partner (HR Directory) or Central Employee and Labor Relations (EmployeeRelations@jhu.edu).

Alternative Work Schedules

Supervisors and managers can consider alternative work schedules for employees outside of the traditional 8:30 a.m. to 5 p.m. work schedule.

  • Fixed start and end times: This arrangement adjusts your work start and end times. For example, you may be approved to work from 8 a.m. to 4:30 p.m. daily, as opposed to the more traditional schedule of 8:30 a.m. to 5 p.m.
  • Fixed-varied start and end times: This arrangement allows you to vary your work start and end times, depending on the day of the week, while still working 7.5 hours per day. For example, you might work 8 a.m. to 4:30 p.m. on Monday, 9:30 a.m. to 6 p.m. on Tuesday, 7 a.m. to 3:30 p.m. on Wednesday, and so forth. This flexible work schedule includes “core” hours when a department/unit is fully staffed.
  • Compressed work schedules: This arrangement allows you to change the number of hours you work each day to permit fewer workdays per week. For example, if you’re regularly scheduled to work 40 hours per week, you might work four, 10-hour days.
  • Reduced-time schedules: This arrangement allows you to work reduced hours, possibly with pro-rated salary and/or benefits.
Alternative/Remote Work Locations

While many positions require employees to report to official JHU locations, some positions include duties that can be performed while at alternative or remote work locations. Alternative work location arrangements are very different from the informal practice of employees occasionally working from home. Determining an alternative work location is a more formal option that JHU offers for you to work remotely from an off-site location, such as your home, one or more days per week.

Working from an alternative/remote location is only feasible if your supervisor or manager can reasonably continue to remotely monitor your work performance, and if you can demonstrate that the alternative location is a safe, private, and productive work environment. While working from an alternative/remote location, you will need to abide by JHU’s alternative work location terms and conditions.

Guidance for Supervisors and Managers

Frequently asked questions are available to help you understand, implement, and manage flexible work arrangements. You can also consult your local HR business partner (HR Directory) or Central Employee and Labor Relations (EmployeeRelations@jhu.edu).

Before approving an employee’s request to work at an alternative location or on an alternative schedule, be sure that you understand the aspects of these types of arrangements, as well as the related JHU policies and procedures.