A flexible work arrangement is an alternative to the traditional workday, the standard workweek, or the traditional workplace. These options can help staff balance work and personal responsibilities while meeting business needs and objectives. Additionally, flexible work arrangements may promote employee productivity and improve employee job satisfaction and retention.

Rensselaer’s flexible work arrangement options are listed below. Definitions for each option can be found in the Flexible Work Arrangement Policy (HR Policy 700.6). Portfolio specific guidelines are in place within each division or academic school.

• Flexible Workday
• Compressed Schedule
• Hybrid
• Fully Remote
• Occasional Use Flexibility

The Flexible Work Arrangement Policy (HR Policy 700.6) applies exclusively to staff. Staff requesting a flexible work arrangement must initiate a Flexible Work Agreement and obtain approval from appropriate portfolio leadership. Flexible work arrangements will only be approved when appropriate for the position and when quality of service can be maintained for students, faculty, staff, members of the Rensselaer community, and any constituents meant to be served by the position. Faculty requesting alternative work schedules should work with academic leadership. 

No. Each portfolio is expected to develop specific flexible work participation standards/criteria that best support their business needs. 

Yes. Since every job, staff member, and situation is different, it cannot be assumed that the same decision is appropriate for two similar positions. Supervisors know the operations of their department and portfolio best and are responsible for approving or denying a flexible work arrangement based on business needs. 

All decisions should be focused on organizational needs and objective criteria related to work performance and job responsibilities. A consistent approach to analyzing each situation should be applied. Supervisors should communicate the decision and its rationale to the requestor, and the basis for these decisions should be documented regardless of the decision. Supervisors should review the position using the Flexible Work Resources for Managers.

Eligible staff requesting a flexible work arrangement must first discuss the request with their immediate supervisor and then complete the Flexible Work Agreement. 

Yes. These arrangements are temporary, considered on a case-by-case basis, and based on business needs.

No. Work schedules are excluded from the Dispute Resolution and Peer Review Appeal Process. View the HR Policy 900.2 Dispute Resolution and Peer Review Appeal Process.

Yes, however, due to state laws, insurance, and payroll requirements, Rensselaer reserves the right to approve staff work location outside of New York state on a case-by-case basis.

Yes, based on the business needs of their department.

Yes, based on the business needs of their department. Any work outside of the established work arrangement, including overtime, must be approved in advance by a supervisor. 

All Flexible Work Agreements (FWA) are considered provisional and subject to review at all times. A supervisor can terminate or amend a FWA based on a number of reasons, including operational changes, staffing changes, leadership changes, performance, etc. A FWA can be altered or discontinued at any time with a suggested notice period of no less than 30 days. Notice, however, is not required or guaranteed.

Yes. Flexible Work Agreements are contingent upon an employee’s satisfactory performance and demonstrated ability to work independently.

A new Flexible Work Agreement must be executed.

Staff are expected to devote work hours as agreed upon in their Flexible Work Agreement (FWA) to work. If disruptions of any kind at an alternate work location (i.e., dependent care, appointments, etc.) are impacting an employee’s ability to complete their work, the FWA can be modified or paid time off can be utilized. 

Rensselaer does not provide home internet, phone services, or other utilities to support flexible work arrangements. Institute property, such as computers, printers, and other equipment loaned to an employee, is the employee's responsibility, including while the property is not on Institute premises. Employees should utilize Institute-owned and managed computing devices with the appropriate security controls and configurations. Office supplies must be purchased in accordance with existing Procurement Services Policies and Procedures.

The Division of the Chief Information Officer (DotCIO) recommends use of WebEx or Microsoft Teams due to licensing and available support services. Learn more about WebEx and Microsoft Teams.

• DotCIO recommends the use of Cisco Jabber, the supported solution designed to be used off campus for a remote phone system. There is a cost for licensing. If interested, please have your department's business manager submit a support request for additional information.
   
• DotCIO recommends set up of voicemail to email. View instructions. 

Staff will receive eight (8) hours of holiday pay. Staff working 10-hour shifts will need to make up the two (2) extra hours after the holiday and within the work week or revert to the regular Monday-Friday schedule for the holiday week. 

Yes, you may select eight (8) hours within the pay period, after the holiday, to use eight (8) hours of holiday time.