Flexible Work

I. Scope

The policies provided herein apply to administrative and professional (A/P) faculty, adjunct faculty, classified, staff, instructional or research (I/R) faculty, non-student wage, and student wage under each of the following conditions:

• A/P faculty, classified staff, and non-student wage: hybrid and fully remote work arrangements both within and outside of the Commonwealth of Virginia
• Instructional/research and adjunct faculty: fully remote status outside of the Commonwealth of Virginia ^[1]
• Student wage: hybrid flexible work, with the student living and working within the state of Virginia.

II. Policy Statement

George Mason University recognizes the value of flexible work options to faculty, staff and the university; however flexible work is not an employee benefit and may not be suitable for all employees and/or positions. No university employee is entitled to or guaranteed the opportunity to utilize a flexible work option and either employee or supervisor may terminate an existing Flexible Work Agreement at any time.

Each position description will be evaluated by the employee’s supervisor for eligibility of telework. The eligibility of telework will be based on job roles and responsibilities, employee performance, and the needs of the unit/department. Supervisors must approve all Flexible Work Agreements.

Flexible work must comply with all applicable federal laws, state laws and state and university regulations, rules, policies, practices, and instruction.

All employees and departments utilizing flexible work, which includes full-time telework/remote work, hybrid telework, compressed schedules or flextime options will complete the required flexible work agreement(s). Employee classification and flexible work type will determine the required form(s). Each Flexible Work Agreement must be agreed to by the employee, their supervisor, and reviewed by Human Resources (HR). An employee and supervisor do not need to complete a Flexible Work Agreement if the employee’s flex schedule start time is within 1 hour of their regularly scheduled start time.

Work performed offsite is considered official state business. Flexible work duties will be arranged so as to neither alter the essential job responsibilities nor to compromise the level of service provided to the customer, either by the employee or the department. Employees working remotely must adhere to all university and Department of Human Resource Management policies, rules, practices, and instructions as well as state and federal laws. Employees may not act as primary caregivers for dependents during the agreed upon telework work hours. Failure to follow policies, rules and practices may result in termination of the arrangement and/or disciplinary action.

Utilizing a flexible work option will not change an employee’s classification, compensation, or benefits. Flexible work arrangements will ordinarily be the subject of mutual agreement. However, the university may establish flexible work as a condition of employment, based on the university’s business needs.

III. Definitions

Flexible Work: Any combination of work schedules which include one or more of the following: full-time telework/remote work, hybrid telework, compressed schedules or flextime options. Refer to the Flexible Work Procedures document for further details on flexible work types.

Flexible Work Agreement: The written agreement between the supervisor and the employee that details the terms and conditions of an employee’s use of a flexible work arrangement, including Full-time In-State Telework, Full-time Out-of-State telework, hybrid, compressed work schedules, and flextime. Refer to the Flexible Work Procedures document for further details on flexible work agreement types.

IV. Compliance

1. The Vice President of Human Resources and Chief Human Resources Officer is responsible for the administration, implementation, and interpretation of the Flexible Work Policy.
2. Human Resources will audit and maintain records of all Flexible Work Agreements, to ensure compliance with all University and Department of Human Resource Management policies, as well as state and federal laws. Human Resources will provide training and guidance on the application of the Flexible Work Policy and Procedures, as well as maintaining all forms and documentation on the Human Resources Flexible Work website.
3. Heads of Departments, Offices, and Activities are responsible for assuring approved flexible work arrangements are within the scope of this policy and that employees are meeting the requirements of the policy and their Flexible Work Agreements. Supervisors will ensure that employees who are working from an alternate work site do not take restricted access materials from the office without the written consent of their supervisor.

V. Dates

A. Effective Date

This policy is effective as of July 2, 2002.

B. Date of Most Recent Review

September 11, 2025

VI. Time Table for Review

This policy shall be reviewed and revised, if necessary, annually to become effective at the beginning of the University’s fiscal year, unless otherwise noted.

VII. Signatures

Approved:

______/S___________________
Julie Zobel
Senior Vice President & Chief Operating Officer

Approved:

______/S___________________
James Antony
Provost and Executive Vice President

Date approved: July 2, 2002
Revision Date: January 27, 2023
Revision Date: March 12, 2024
Revision approved: September 23, 2025