Flexible Work Arrangements
The George Washington University confirms its commitment to assisting employees in developing a work-life balance by supporting the use of Flexible Work Arrangements, when it is reasonable and practical to do so, and where operational needs will not be adversely affected.
Flexible Work Arrangements can benefit both the employee and the university. By offering flexibility to employees, Flexible Work Arrangements can:
- Allow employees to better balance the demands of their work and home life
- Reduce stress and improve morale
- Reduce absenteeism and increase productivity
- Provide opportunities for expanded service hours
- Improve employee retention and enhance recruitment efforts
Options for Flexible Work Arrangements include:
Within any of the Flexible Work Arrangements, non-exempt employees as defined in the Fair Labor Standards Act (FLSA), are still subject to all requirements of the FLSA. Employees who are exempt under the FLSA are expected to work the number of hours required to fulfill their occupational responsibilities.
Flexible Work Arrangements are not an entitlement, nor are they classified as a university benefit. Flexible Work Arrangements do not change the at-will nature of employment with the university and they can be altered or terminated by the university at any time pursuant to business needs.