Flexible Work Arrangements
Fall 2021 Update (as of October 14, 2021)
- Full return to College campuses and worksites on November 8, 2021.
- Phased-in telework/telecommute schedules with a maximum of one (1) day per week for employees in eligible positions with approved plans.
- Return to standard telework/telecommute provisions (up to 3 days per week) available to employees in eligible positions with approved plans beginning February 21, 2022.
- All employee work schedules and telework plans must be aligned with and support the department's on-site service and operation needs and standards.
- Faculty telework/telecommute and on-site requirements are defined by and aligned with their teaching and counseling schedules as established by their department chair.
- On August 2, 2021, mandated emergency remote status ended. The College suspended voluntary remote work and is not approving any remote requests at this time. All staff employees are required to work on site at least two days a week.
- Beginning on June 1, 2021, the College transitioned to an expanded use of situational telework/telecommute schedules. This meant that employees were required to work part of their work schedule onsite and part of their schedule from home/alternate site.
- From March 14, 2020 to June 1, 2021 a majority of the College’s employees were under mandated remote work due to the COVID-19 pandemic. This means they were required to work offsite as the result of an emergency situation involving health or safety mandates.
Flexible Work Arrangements
Allows an employee to trade a commute to perform work, during any part of their authorized work schedule, away from their main worksite at an approved alternate work site.
Telework/Telecommute allows an employee to trade a commute to perform work, during any part of their authorized work schedule, away from their main worksite at an approved alternate work site. This is not a full-time arrangement. This does not include work done while on official travel or mobile work. The types of telecommute schedules are:
Regular Telework/Telecommute Schedule: Telework/Telecommute that occurs on a periodic and regularly-scheduled basis.
Situational Telework/Telecommute Schedule: Telework/Telecommute that is approved on a case-by-case basis, or that is not a part of a Regular Telework/Telecommute schedule. Instances in which Situational Telework/Telecommute may be approved include, but are not limited to: operational need, inclement weather, maximize productivity when the Telework/Telecommuter’s availability is impacted by personal appointments, or special work assignments.
The process to apply for a telework/telecommute schedule is as follows:
Employee completes the Telecommute/Telework Application and Terms and Conditions Agreement (PDF, ) , including a signed copy of the Safety Checklist.
Employee submits completed Telecommute/Telework Application and Terms and Conditions Agreement (PDF, ) to their Immediate Supervisor for approval.
Immediate Supervisor reviews the agreement and makes a determination: approved or not approved.
If not approved, the Immediate Supervisor justifies denial and returns the Agreement to Employee (process ends).
If approved, the Immediate Supervisor submits request to the Next Level Supervisor for final approval.
Next Level Supervisor reviews the agreement and makes a determination: approved or not approved.
If not approved, the Next Level Supervisor justifies denial and returns the Agreement to the Supervisor and the Employee (process ends).
If approved, the Next Level Supervisor emails a copy of the approved Telecommute/Telework Application and Agreement to the Employee and the Immediate Supervisor, with a copy to HRSTM at: FlexibleWorkAarrangements@montgomerycollege.edu
HRSTM replies to the Employee, Immediate Supervisor, and Next Line Supervisor indicating that the agreement has been received.
To learn more about eligibility and guidelines, review the Flexible Work Arrangements Policy and Procedure (32500CP) (PDF, ) .
Alternate Work Schedule (AWS) allows an employee to work a schedule that differs from the department’s standard schedule. The types of AWS are:
Flexible work time is defined as an agreed-upon starting and departure times that differ from the standard schedule for the department. The schedules may be fixed for a period or can vary from day to day.
Compressed work week is defined as regularly scheduled hours worked are fixed over fewer than five days or in some cases over a two-week period.
The process to apply for an alternate work schedule is as follows:
- Employees interested in an alternate work schedule must complete the alternate work schedules agreement form (PDF, ) and submit it to their immediate supervisor for consideration.
- The immediate supervisor will approve or deny the agreement based on criteria referenced
in the Flexible Work Arrangements policy and procedures (32500CP) (PDF, ) , Section II “Eligibility”, Paragraph “F”, points 1 through 11.
If approved, the immediate supervisor will forward the agreement to the next-level supervisor in the employee’s supervisory chain for final approval and signature.
- If the employee and immediate supervisor cannot agree to the terms of the agreement,
the employee may send a copy of the agreement, including a summary of the points on
which the supervisor and employee agreed and disagreed, to the next-level supervisor
in the employee’s supervisory chain. The next-level supervisor will review the materials
and approve or disapprove the request. If the request is not approved, the next-level
supervisor will provide the reason for the decision in writing to the employee.
- Upon approval, the employee forwards the completed agreement with appropriate signatures, to the Flexible Work Arrangements Coordinator.
The alternate work arrangement is subject to review and renewal per P&P Flexible Work Arrangements policy and procedures (32500CP) (PDF, ) .AWS Forms
Allows an employee to perform the duties and responsibilities of the employee’s position at a remote work site as their primary work location on a routine basis.
STATUS NOTE: Due to the College's return to campus and on-site teaching, learning, and working, voluntary remote work assignment considerations and approvals are suspended until further notice.
Remote work is when an employee performs their job at a remote work site as their primary work location on a routine basis. In most cases, the remote work site is the employee’s home, and they will not have a dedicated office or workspace on campus (onsite).
Official Policies and Procedures
As the College looks to the changing nature of work and the need to be relevant and competitive in today's rapidly evolving job market and work environment, we are pleased to share Montgomery College Policies and Procedures 32500 and 32500CP (PDF, ) , formerly 32500 College Telework Policy for Administrative, Associate, and Support Staff, have been revised and amended. These new procedures are intended to help the College meet the changing needs of our students and our workforce; recruit and retain excellent employees; provide more flexibility for eligible employees; provide a way to conserve office space; and assist in the community efforts to reduce outdoor air pollution and traffic congestion attributable to automobile traffic.
Points of Contact
To find the contact person for a specific task, review the Points of Contact page.