Flexible Work


The policies provided herein apply to all administrative and professional faculty, classified, and non-student wage employees of George Mason University, at all University locations, and instructional or research and adjunct faculty only if they are teleworking outside of the Commonwealth of Virginia as defined in the policy.[1]  


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. Flexible work options are only available to employees whose annual performance evaluations rate the employee’s performance at a level of at least “Successful.”

Each job 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, in addition to 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).  Refer to the Flexible Work Types and Forms table found in the Flexible Work Procedures document.  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.

Employees’ classification, compensation, and benefits will not change because of utilizing a flexible work option. 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.


Flexible Work: Any combination of work schedules which includes 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.


  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 Human Resources Flexible Work pages (flexwork.gmu.edu).
  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.


This policy becomes effective upon the date of approval by the Senior Vice President and Provost. This Administrative Policy shall be reviewed and revised, if necessary, annually to become effective at the beginning of the University’s fiscal year, unless otherwise noted.


Executive Vice President, Finance


Date approved: July 2, 2002

Date of Most Recent Revision: January 27, 2023


1 Working outside of the Commonwealth of Virginia requires payroll and employee benefits adjustments by the Human Resources department.