Workplace flexibility is one component of work-life effectiveness. Organizations use it as a tool for improving recruitment and retention, managing workload and responding to employee work-life needs, where appropriate.
- The Emory WorkLife Resource Center can advise employees who may be considering preparing a flexible work arrangement (FWA) proposal. The Center also supports management in evaluating, implementing, and measuring these programs. The Center does not mandate a business unit to implement a workplace flexibility solution nor does it advocate on behalf of an employee for an FWA program.
- Managers have the authority to approve and implement workplace flexibility solutions that observe Emory’s Principles of Flexible Work.
- Some flexible work arrangements, such as telecommuting, compressed workweeks, flexible hours, etc., are not suitable for some jobs. This is frequently the case for skilled trades jobs requiring onsite presence, jobs requiring patient interaction or others that require immediate access to University resources.
- Workplace flexibility solutions are not an entitlement. If an employee is interested in a flexible work arrangement, he/she should prepare a proposal and present it to his/her manager for review. The Emory WorkLife Resource Center can provide tools and guidance on how to design an FWA proposal.