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Flexible Work Arrangements

With appropriate use of technology and managerial oversight, staff whose roles do not require all work hours to be performed at their Stanford work location may be eligible for some form of flexible work arrangement. 

The workplace culture at Stanford is one that is rooted in collaboration, continuous discourse about planned work and projects underway, and in providing stellar service to our faculty, students, patients, alumni and donors. However, many of our employees are increasingly seeking opportunities to work periodically from home or other locations outside of their Stanford-provided workspace due to personal life demands, personal preferences, and other reasons.  

It is important for managers and employees to know that flexible work options are possibilities, not guarantees. Availability of the various flexible work options to particular positions and departments is affected by factors such as the nature of the work to be performed, productivity, federal and state laws, union contracts, task interdependence, and other operational constraints. 

In addition, there are other factors that must be considered when granting a flexible work schedule, including:

  • The overall needs of the department and co-workers
  • Health and safety consequences
  • Equity
  • Benefits issues
  • Performance management

Consider these points and review the general guidelines and considerations, then consult with your Human Resources manager about viable flexible work options.

At Stanford, there are several types of flexible work arrangements, see Administrative Guide Memo 2.1.20: Staff Telecommuting and Remote Working for complete information and definitions.

Arrangement

Definition

Example

Flexible Work Schedule or Flextime

A schedule that permits non-exempt employees to vary their starting or ending times, but does not change the total number hours worked in a day or week. 

The employee works work 6:30 a.m. – 3:30 p.m. as their regular hours.

Alternative Work Schedule

A schedule that allows a non-exempt employee to work a standard 40-hour workweek in fewer than five 8-hour workdays without being subject to overtime pay.

The employee works four ten-hour days each week.

Remote Working

An arrangement to work from a site other than the Stanford Campus or a Stanford Alternative Work Location as the employee’s primary work location.

The employee works from another state.

Telecommuting

An agreement between a supervisor and an employee that some part(s) of the employee's work or workweek is performed at a location away from their Stanford-provided work location on a regular, recurring basis. 

The employee works from home two days a week.