Flexible Work Arrangements

• The job has clearly defined tasks, deliverables, and/or levels of service.

• Work is of a nature where in-person interaction is minimal and/or may be scheduled or facilitated effectively with technology.

• All or a significant portion of the job tasks are portable and can be done at an alternate work location without altering the employee’s duties or work standards/competencies.  Examples of portable job tasks include:

  • reading, writing/editing, research, working with data, and communicating by e-mail, telephone, chat/instant messaging, and videoconferencing.

• The job does not rely upon specific equipment or supplies/information that are only available at a College work site.

• The work can be performed away from the College work site without diminishing the following:

  • ability to meet the needs of internal and external “customers” (i.e., students, faculty/staff, co-workers, visitors, etc.) an the quality of services provided.

  • the flow of work, communication, collaboration, and productivity.

• Working from an alternate location will not have an adverse impact on the productivity or work quality of other employees.

• The employee’s performance is at a satisfactory level (i.e., meets expectations or satisfactory rating) on the most recent performance evaluation.

• The employee works effectively without regular close supervision or monitoring.

• The employee demonstrates good time management skills by completing assignments on time.

• The employee demonstrates self-motivation and independence.

• The employee communicates information to students, leadership, co-workers, support staff, and customers in a timely and complete manner.

• The employee’s demonstrated computer skills and proficiency with technology tools are sufficient to allow the employee to be productive at the alternate work site.

• The employee understands and demonstrates effective use of technology to ensure integrity, confidentiality, and security of data.

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. 

1. Employee completes the Telecommute/Telework Application and Terms and Conditions Agreement (PDF, ) , including a signed copy of the Safety Checklist and submits it to their immediate supervisor for consideration.

2. The immediate supervisor will approve or deny the agree based on the criteria referenced in the Flexible Work Arrangements policy and procedure (32500CP) (PDF, ) .

   If approved, the immediate supervisor submits request to the next level supervisor in the employee's supervisory chain for final approval and signature.

3. 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 (process ends).

4. Upon approval, the employee completes the Approved Flexible Work Arrangement Submission Formnew window and uploads the approved agreement PDF.

Telework (or telecommute) is when employees perform part of their work schedule at an alternate location (e.g., at home). A teleworker’s main or primary worksite is located on one of the College’s campus or business center locations.

A regular telework schedule is when telework days occur on a periodic and regularly-scheduled basis (e.g., each Tuesday and Thursday, the first Monday each month).

Situational telework schedule is one that is approved on a case-by-case basis, or that is not a part of a regular telework schedule. Instances in which situational telework may be approved include, but are not limited to: an operational need, inclement weather, to maintain productivity when the telework/telecommuter’s ability to work onsite is impacted by personal appointments, or to complete special work assignments.

No. Telework is when employees perform part of their work schedule at an alternate location (e.g., at home). A teleworker’s main or primary worksite is located on one of the College’s campuses or centers. Remote work is when an employee performs their full work schedule at an alternate location (e.g., at home) and this alternate location serves as the remote worker’s primary work site. Remote workers do not typically have a dedicated space at one of the College’s campus or business center locations.

Telework eligibility is based on the operational and service needs of the area or unit and the essential job duties of the position. It is up to the supervisor to determine which positions will be eligible and what the appropriate schedule should be based on the needs.

Factors to be considered for telework are job duties, responsibilities, and performance. View additional guidelines for supervisors, including the Making Decisions: Telework Requests interactive workflow.

View employee performance guidelines as stated in Montgomery College Policies and Procedures 32500 and 32500CP (III, C, D, and E) (PDF, ) . View additional guidelines for supervisors to when considering the employee’s performance.

Employees who work a standard work schedule and would like to be considered for telework may apply for supervisor approval and submit an approved telework agreement once approved. This includes administrators, department chairs, non-instructional (counseling) faculty, and staff.

Under normal circumstances, casual temporary employees and student employees are not eligible for telework unless this was a condition within the hiring agreement.

Due to the flexibility that is inherent in the schedules of instructional faculty, telework applications and plans are not applicable at this time.

Applying is a three-step process:

1. Verify with your supervisor that your position is eligible for telework.

2. Complete the Telework Application Form (PDF, ) , including a signed copy of the Safety Checklist, and forward to your supervisor.

3. Once your supervisor has approved the application form, complete the online, Approved Flexible Work Arrangement Submission Form and upload the approved agreement.

Any employee whose flexible work arrangement, including telework, is denied or terminated may request that the Vice President/Chief Human Resources Officer, or designee, review the denial or termination. The scope of the review will be limited to determining whether the action was arbitrary, capricious, or did not follow the existing procedure.

No. HRSTM will no longer accept paper or email submissions of telework agreements.

Most of the College’s employee documents and records are now in a digital format and maintained electronically. Submitting your agreement through the online submission form will provide HRSTM greater tracking and reporting capabilities.

As a general rule, employees need to reapply for telework approval and submit their agreement each fiscal year (July 1 – June 30). However, changes in a department or unit’s work demands, staffing levels, and supervision may result in the need for new or updated telework plans and agreements on a more regular basis. It is up to supervisors and area administrators to make that determination based on their unit/area needs.

No, it is important that the employee communicate and receive approval from their supervisor and next level supervisor if they are changing their selected telework days.

Maintaining your health and wellness are important. The college offers various types of leavenew window to support your wellbeing. If an employee is not feeling well, we encourage them to take the time off needed to get better.

However, if an employee is feeling well enough to work, but is potentially contagious condition (e.g., a cold), a situational telework day may be appropriate. It is important that employees communicate with their supervisors and receive guidance in these circumstances.

If the College is CLOSED, all onsite and remote operations/instruction/services are suspended.

If the College is OPEN but some or all of onsite operations/instruction/services are limited or suspended, employees in positions with the capacity to telework will be required to telework or use their relevant leave (i.e., annual, sick, or personal). Hourly employees in positions that are ineligible for telework should report their time as Operational Status Change Time Off in Workday. Visit closure and delays for more information.