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. 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.
At Stanford, there are three types of flexible work options:
Flextime: Flextime provides for variable starting and ending times for the regular work day;
- Telecommuting: Telecommuting provides for a staff member to work from a location other than a Stanford-provided workspace on a regularly, recurring basis (see Administrative Guide Memo 2.1.20: Staff Telecommuting);
Alternative Work Schedule: Alternative Work Schedule is 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.
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
- 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.