Flexible Work Options: Telework and Alternate Scheduling
Flexible work options are alternatives to the traditional "8-to-5" workday, the standard workweek, or the traditional workplace. These alternate options can help employees balance work and personal responsibilities while meeting business needs and objectives. As demonstrated through the recent COVID-19 pandemic, flexible work options have proven to be viable practices for many Virginia Tech employees.
Additionally, flexible work options may help supervisors promote productivity among their teams, improve employee job satisfaction and retention, and develop management and leadership skills. By reducing historic barriers including geographically remote and rural locations, flexible work options also expand the size and breadth of Virginia Tech’s candidate pools for jobs.
Flexible work options include:
- Telework which is the execution of all or part of an employees’ job responsibilities at an alternate work site outside of their physical office location such as their home.
- Alternative Work Schedules which are schedules that differ from the standard hours a job may be typically assigned.
Virginia Tech supports the use of flexible work options. Recognizing that some work can only be done on-site, this page provides resources to help university leaders, supervisors, and employees determine what positions and employees are well-suited for regular or occasional telework or alternate work scheduling.
Telework information and resources:
Prior to using the resources below, start by reviewing the Telework and Remote Work Suitability Guide.
Alternate scheduling information:
- Following are examples of alternate scheduling using the example of an administrative office employee whose work schedule would typically be Monday - Friday, 8 a.m. – 5 p.m. Alternatives to this schedule may include but are not limited to:
- Variable starting and ending times with employee still working the required 40 hours per week.
- A compressed work week where the employee works a full work week in fewer than five days or two full-time work weeks compressed into nine days.
- Alternate schedules should be discussed and agreed upon by both supervisor and employee and should take into account the goals of the entire team.
Flexible work arrangement agreements:
Once a telework or alternate schedule is agreed upon by the supervisor and employee, a flexible work arrangement agreement should be completed.
Employees and supervisors should use the Flexible Work Arrangements forms site to establish new agreements, amend or renew current agreements, and/or to expire old agreements.
The site will house alternate work schedule and telework agreements in addition to combined flexibility agreements where the agreement includes both alternate schedule and telework arrangements.
Please see the following notes on flexible work arrangement agreements. Visit this page for frequently asked questions.
- All flexible work arrangement agreements will need to be approved by the immediate supervisor and department head. In some cases, the college or department Human Resources representative may also need to approve the agreement.
- Flexible work arrangement agreements may change. An arrangement that works today for the supervisor, employee, and team may not work in the future based on changing business needs or requirements.
- Telework is not a substitute for active dependent care. Employees who telework must not have responsibilities for primary care of dependents while working. In extenuating circumstances an employee is encouraged to work with their supervisor to develop a work schedule to accommodate dependent care needs.
- It is an accepted practice for Teaching and Research faculty (T/R faculty) to carry out their work with varied schedules on campus and at alternate locations, therefore, a formal flexible work arrangement agreement will not be required for T/R faculty unless the normal work assignment is consistently at an alternate location rather than the standard assigned office.