Frequently Asked Questions

Before approving an employee’s request to work at an alternate location, you’ll want to be sure you have a full understanding of the pros and cons of such arrangements, as well as of JHU policies and procedures.

We encourage managers and supervisors to take our online, self-paced course for a better understanding of flexible work arrangements at JHU. The course, Flexible Work Arrangements: A Guide for Managers, makes the business case for flexibility, identifies and sharpens the skills needed to manage flexible work arrangements, and offers practice in choosing and managing employees on flexible work arrangements.

Frequently Asked Questions

How can I ensure that employees don’t assume that flexible work arrangements are permanent?

Current flexible work arrangements are valid for fall semester 2021 (until January 1, 2022). However, managers can review and revise arrangements to ensure that departments continue to meet their business needs. Any revisions to arrangements should be discussed and reviewed with the impacted employee.

Can I revoke an employee’s flexible work arrangement if it’s not working out?

Flexible work arrangements are subject to ongoing review and may be terminated at any time based on concerns about an employee’s performance or JHU’s or the department’s business needs. Generally, at least a 30-day notice should be given before ending or changing an arrangement, business needs permitting.

Are there restrictions on which or how many employees can request a flexible work arrangement?

Not all jobs are suitable for flexible work arrangements, and departmental management must consider the job’s main functions and whether they can be performed under the proposed flexible work arrangement. Questions that managers should think about can be found here under “Important Considerations.”

As a manager, if my employee has a vaccine exception and is asking to work remotely to avoid masking and testing, how do I respond?

Having a vaccine exception does not automatically grant employees permission to work from home. Employees should work with their manager and divisional HR director if they need additional accommodations such as fully remote work. In addition, they may be required to submit an accommodation request.

Should I limit the number of employees in our department who can have flexible work arrangements so I can continue to manage everyone and their output?

You will need to determine a plan that works best for your department. For some units, flexible work arrangements are feasible and have no negative impact on employees’ ability to perform their job duties. For others, only a limited number of positions lend themselves to flexible work arrangements. You also can establish a set of “core” hours when the department is fully staffed. If you are not sure what will work for your unit, you can consult your local HR Business Partner or Central Employee and Labor Relations to ensure that you are implementing flexible work arrangements that meet your operational needs and are equitable.