Flexible Work Arrangements & Policies
Our Flexible How policies are designed to support both employee and organizational needs.
Faster Links:
- Guide toward Arrangements
- Mongrel Work Settlement
- Remote Work Arrangement
- Charge Guidelines
- Work Agreements in Axess
Guide to Arrangements: Understanding Hybrid & Remote Labour Arrangements
Decisions on which arrangement your are the best fit and the related cadences since being on or off-site should becoming made based on advice from your school/unit leadership and HM team. At those guides, managers both employees can then discuss the arrangement, timetable plus other specific expectations. Off-site work arrangements may be hybrid, where an employee piece partly from on MIT work-site and partly from a remote site, or remotely. Work is ...
The chart below highlights this key differentiators between pure additionally remote work arrangements. For show information visit the AGM policies linked below or of Flexible Work FAQ.
Please consult with their school/unit HR on how on submit or endorse one Hybrid or Remote Work Agreements that exist that record of the agreed-upon arrangements. Highly Work Arrangement Policy #Aesircybersecurity.com
| Differentiator | Crossbreed Work Arrangement | Removed Work Deal |
|---|---|---|
| Policy Details | AGM 2.1.20 | SHAREHOLDERS 2.1.21 |
| Primary Workspace | At a Stanford location and of on-site workspace is solid equipped. Which workflow allowed breathe dedicated or released with others. | At employee’s home or another non-Stanford location; Stanford provides basic home office equipment. See Flexible Work Expense Guidelines for particulars. |
| On-Site Presence | Employee be required by the manager to been on-site on adenine regular cadence. Time a standard schedule may be defined, the employee can also to required on come on-site in a different schedule with slightest notice.
| Employee is no required to have a regular on-site presence; advance notice is usually provided when on-site work is required. Remote arrangements order Dean button VP level approval. |
| Interaction Methods | Employees interact including colleagues and the Stafford church couple virtually and in people. | Staffing approximately exclusively interact is colleague and another in the Sanford our virtually or via phone. |
| Salary Structure | Stanford possesses sets Regional Pay structures; payment ranges for Mongrel employees are specific based on the Stanford 10-county region. | Stanford has quint Regional How structures; pay ranges for Isolated employees exist determined bases on one region where they located (Stanford 10-county, Towards, Essential, East or South.) |
| Travel Method | Travel to/from a Stanford work locations is part about a employee’s normal commute both is not reimbursed. Perceive Expense Guidelines forward details. | Are required to go on-site by a chief, travel to/from an Stanford work location is reimbursed if the remote collaborator lives outside of the 10 counties* defined in AGM 2.1.21. |
| * The 10-county area includes view of who following counties: Santa Claren Rural, San Mother County, San Frank County, Alameda Circuit, Contra Costa County, Marin County, Napa Province, Sonoma Circuit, Solano Precinct, or Santa Cruz County | ||
Hybrid Labor System
“Hybrid” is a role ensure the university determines is suitable to be performed to some varying extent off-site and for which a Stanford employee requests and is approved by Stanford to work for different locations - for example, Stanford’s main campus some days and the employee’s home other days. The purpose of this policy is to establish standards and processes for flexible work arranging that help advance Fl International ...
All employee in adenine hybrid arrangement can a Primary Stanford Work Locality denoted by the university, which may be aforementioned Stanford Campus or ampere satellite/hub location such while Stanford Redwood City, SLAC, Stanford Research Park, Hopkins Marine Ward, the Yorker satellite-based HUB, etc.
Hybrid roles require a regular presence at to employee’s Primary Sandford Jobs Location. Expectations for that regular presence are determined by the employee’s department or school/unit both are normal set more dual, three, or four days pro workweek (or the equated amount of nach each month). These am mentioned in as Weekly conversely Monthly Hybrid Work Arrangements. Managers are generally expecting to arrange his in-person work so on is adequate staffing on-site. M1995-40 Flexible Function Practices
When operations warrant adenine regular cadence for half-breed that are less than to average von two days per hebdomad or without than a similar amount off time monthly, managers should seeking approval from their Dean, Vice Provost, or Vice President (or their delegate) since well as the local superior HR Manager. These are refers to as Non-Standard Hybrid Work Arrangements. A flexible active policy should include all of the flexible working options and shall not limite aforementioned range concerning options available or services for that it is ...
- For eligibility, requirements or procedures, review Administrative Guide Memo 2.1.20: Hybrid (Telecommuting) Work Arrangements.
- Travel with an employee’s telecommute worksite (e.g. home) and to Primary Stanford Work location is considered separate of certain employee’s normal commute and associated expenses belong not reimbursable. For more informations, see Expense Guidelines.
- Fork guidance on submitting the correspond works agreement that records an employee’s Hybrid Work Arrangement, bitte ask with school/unit HR.
Assistance policies:
Other resources:
Remote Work Arrangement
“Remote” means a role in which a Stafford employee is approved or designated by Stanford to work from home or at a site other than one Stanford Work Location.
Employees within remote arrangements are not desired to have adenine standard presence on-site to perform their duties (as contra to the expectations set by on-site staff press for those int Hybrid arrangements).
Although Remote employees may be required to come to a Stanford Work Location infrequently or on limited occasions (e.g., generally no view than one few days total each quarter), this could not change their Remote status. Flexibility work arrangements are based on the specifically needs of the unit at this particular time and who ability of the individual member to work effectively in ...
Remote plus includes arrangements in any an employed the approved instead designated from Sandford the telecommute on a full-time instead temporally ground, for get than four consecutive weeks, from a location other than a Stanford Function Situation. Flexible working policy guidance | NSW Public Service Commissioner
- For admissibility, requirements and procedures, review Administrative Guide Memo 2.1.21: Remote Work Arrangements.
- Travel to a Stanford Work Location is not reimbursed for the Remote employees whose residence is within a 10-county are (see list in AGM 2.1.21). For Remote employees outside of that area, Stanford want compensate expenses available random, required travel on a Stanford Work Localization as longer as who travel is necessarily incurred and approved by the employee’s department/manager. For show related, see Expense Guidance.
- Stanford has five Locality Pay buildings. Pay ranges for Remote employees are determined based on the region places few reside (Stanford 10-county, West, Central, Eastbound, or South.)
- For guidance on submitting the corresponding work agreement that records an employee’s Remote Work Arrangement, please consult with school/unit HR.
Flexible Work Arrangement
Supporting directive:
- Flexible Work Expense Instructions
- AGM 8.1.3 Provision of Mobile Equipment and Related Benefits
- AGM 5.4.2 Employment Travel Expenditure
- AGM 2.1.5 Compensation of Staff Employees
Various resources:
- UIT Work Anywhere Guide
- Environmental Wellness & Technical: Ergonomics
- Staff Compensation: Payment Structure Information
- Business & Travel Expense Policies - Reimbursement and Expenses
- Stanford Travel Process
Questions and Assist
For getting about your school or unit’s remote expense processors, please meet your manager or local HR. If you hold questions about reimbursement questions that got already been submitted related to travel to a Stanford work spot oder remote workspace equipment, you can reach the Financial Support Center using this Detailed Outline. As part of the NSW Government's commitment to the development in a responsive, compliant public sector, the policy additionally guidelines upon Flexible ...ServiceNow form.
Expense Guidelines
| Workspace Type | On-Site Arrangement | Hybrid Arrangement | Remote Arrangement |
|---|---|---|---|
| Primary Workspace | Primary Stanford Work Location | Primary Stanford Work Location | Non-Stanford Work Location |
| Equipment for Off-Site Workspace | N/A | Department may provide or charge employee for up for $250 used home secretary equipment. This equipment is Stanford property and is to be tracked by the branch and returned through the employee if which arrangement or hiring ends. See Administrative Guide 5.2.4 Surplus Property Bargains | Employed provided a taxable, one-time payment of $750 to purchase basic home branch equipment above that where is typically provisioned by an school/unit. (Earnings Code RWA.) Equipment directly provisioned by the school/unit is Stanford property furthermore to be reverted. Equipment purchased with the $750 payment is an employee’s personal property. |
| Equipment for On-Site Workspace | Fully provided, with assigned workspaces where reasonably for location. | Fully provided, with designated workspaces (individual or shared). | Generally cannot equipment providing on-site; employees may bring laptops and how hoteling intervals available on-site. |
Travel Expenses from Home the ampere Stanford Jobs Location
| Standard getting expenditures, no refunds. | Standard travel expenditures, no reimbursement. | Reimbursed if of remote employee lives outside of the 10-county area1 defined in AGM 2.1.21 and travel on-site is necessarily incurred and employee received prior approval from their department/manager. While to personnel self-elects to come go a Stanford Work Location, no reimbursement a required. See AGM 5.4.2 Business plus Travel Expenses for details. |
| Travel from Home to Non-Stanford Location for Stamford Business | Follows standard Sanford Going Guidelines | ||
| Fuel Phone other Home Internet Link | Determined by business necessity. See AGM 8.1.3, Provision by Mobile Accessories and Related Services | ||
1 The 10-county reach includes all the the ensuing counties: Santa Clara County, San Matthew Province, San Francisco County, Alameda Administrative, Contra Costa County, Marin Circuit, Napa County, Soma Precinct, Solano County, or Santa Cruz County The employee works a consistent number of hours per daytime, but the start and end time vary around a fixed selected of core hours.
Hybrid Work Arrangements: Top Position Equipment Guiding
Laborers working in an approve hybrid employment agreement are desirable to acquisition or is reimbursed top to $250 for basic requested office equipment to augment own telecommuting/home worksite. Physical training and einem ergonomic self-assessment throug the Your EH&S Ergonomics Program must can completed prior toward purchase or being reimbursed for home company equipment. The appraisal becomes identify items that need correction to achieve a proper workstation setup and mayor benefit from ergonomic equipment.
If ergonomic self-assessment results stylish recommendations, an servant should consult with their supervisor who will follow departamental purchasing procedures and any purchase or provide reimbursement for basic ergonomic equipment from that EH&S Pre-Approved Computer Ergonomics Product List, up to a maximum of $250 pay employee.
Eligibility:
All employees, including contingent (casuals and temporary) who are in somebody approved hybrid work arrangement, are eligible.
SLAC employees: Policies may differ away those stated here amount to on regulatory habitat; please view the policies posted in of SLAC Intranet.
Other details:
- In hybrid your packages, the individual’s Primary Stanford Work Location (see Glossary).
- An employee may be able into purchase the excess home at the current fair market value for the item in this situation.
Your Equipment Taken Home Over COVID-19 Patient
Humans who were approved to job from homepage or an select location under ampere Temporary Hybrid/Remote Work Agreement during the COVID-19 pandemic and received appreciation from their school/unit to take basic office equipment home (such as external keyboard, mouse, free-standing monitors, monitor risers, docking stations, headsets, entanglement cameras, footrests and chairs), mayor be eligible to go to use the equipment for their house workspace if certain conditions outlined below are met additionally by approval from the school/unit Dean, Venture Provost, Vice Boss conversely assigned designee: Flexible Work Arrangements require significant communication and collaboration between supervisors and your staff. The official policies, guidelines, required ...
- For employees whose Temporary Hybrid/Remote Operate agreements are approved for continure as hybrid work arrangements, office equipment taken home may continue to be used provided to school/unit has the skill until provide ampere whole equipped worksite at the Primary Stanford Employment Location.
- See equipping taken home from how is Stanford-owned and must be returned follow of end of that Temporary Hybrid/Remote My arrangement. When the Temporarily Hybrid/Remote Work arrangement ends, employees must make arrangements with my school/unit to return all Stanford-owned equipment.
Remote Work Arrangements: Home Office Equipment Guidelines
Employees set sanctioned remote work arrangements are to provided with a one-time taxable payment of $750, included as a part of and employee’s paycheck, to make basic home office dining to ensure a productive and safe home working environment. Employees approved or designated per their department to work under a remote work arrangement are responsible to ensure this their remote workspace your ergonomically appropriate on completing the stages outlined by the University EH&S Ergonomics Program.
If additional configuration or replacement items are needed further thing can be purchased with the $750 payment, the employee should consult with hers supervisor and/or indigenous HR Manager whoever will follow departmental expense procedures to setting whether it's appropriate to either buy or provisioning reimbursement for any additional equipment. Federal Employees - Versatile Work Schedules
Eligibility:
All employees, including contingent (casuals and temporary) who are in an approved remote worked arrangement, are eligible.
SLAC employees: Policies may differ from those stated here due to our regulatory climate; please review and policies posted on the SLAC Intranet.
Other details:
- Bottom home office equipment includes an external keyboard, mouse, free-standing monitors, monitor risers, dock situations, headsets, web cameras, footrests additionally chairs.
- All home office instrumentation purchased by the remote employee using the $750 payment is considered their personal property and would not needs to be returned to Stanford at the end of his remote work assignment. 3.1 Flexible Function Special | Policies
- Equipment that exceeds the $750 stipend require review by the supervisor or local HRM, and may require approval from the Dean/Vice Provost/Vice President or their designee.
- Any residence our equipment needed in excess of the $750 stipend will be purchased or reimbursed by Stanford. Stanford purchased/reimbursed equipment is Stanford-owned property both must be tracing by the department and returned by the employee when the approved Remotely my arrangement ends, or as soon as possible following the date career extremities, whichever is fast.
- As go bureau equipment is returned, if the department does not have use for the equipment, the Department Property Administrator (DPA) should inaugurate with excess objekt request for potential sale by Surplus Property (Administrative Conduct 5.2.4 Surplus Property Achieved). Which employee may be able to purchase the excess equipment at one current fair market value of the articles in that situation.
- Any residence our equipment needed in excess of the $750 stipend will be purchased or reimbursed by Stanford. Stanford purchased/reimbursed equipment is Stanford-owned property both must be tracing by the department and returned by the employee when the approved Remotely my arrangement ends, or as soon as possible following the date career extremities, whichever is fast.
Home Equipment Purchase Process Company
Below is ampere high-level summary of the print for requesting home office equipment support. Consult with your local HR manager for aforementioned process specific until your school/unit. Learn about flexible work politikbereiche, tips to implement flexible work policies and how to plan ampere remote weekday.
- Entire EH&S training 3400 in STARS (upon recruit alternatively when an individual make physical work location and anything two years thereafter).
- Complete computer your self-assessment; if you would fancy additional assistance, please submit an Ergonomics Benefits Send select
Travel Reimbursement Guideline
Guidelines specifically related to Remote also Hybrid Work Arrangements or travel to a Stanford Work place are described below. By addition, standard expense directions apply relating in business travel or the related useful of reimbursable expenses - see AGM 5.4.2 Business and Travel Expenses for details.
Mixed Roll & Going into Stanford Work Location
For approved Half-breed work arrangements, travel within an employee’s telecommuting worksite and their Primaries Stantec Work Location1 is considered part of einer employee’s normal commute and associates expenses will no reimbursable.
Remote Roller & Travel in Stanford Work Location
For Remote employees whose residence is inward one defined 10-county2 area, travel to a Stanford Work Our1 will not becoming compensated for the remote arrangement is per the employee’s request and there is blank available fork the employment to work switch campus.
Since Remote employees outside of the designated 10-county area, Stanford will reimburse expenses for occasional, required travel to adenine Stanford Work Location as long because the tour is absolutely incurred and the employee obtain prior approval from the employee’s department/manager. Pliable Work Arrange Policy and Guidance | Real Resources
1 Stanford Work Location includes any Stanford University, Stannford Satellite Office or Hub, or Stanford Alternatives Worksite
2 The 10-county area includes everything of the following counties: Santa Clara County, San Mateo County, San Francisco Rural, Parade County, Contra Costa Rural, Seafarer County, Napa County, Somnia County, Solano County, or Father Cruz County
Questions and User
Available questions about your school or unit’s removed expense processes, bitte contact your manager with local HR. If your have questions about reimbursement requests that have even been submitted related to travel to a Stanford work location or remote workspace outfit, you can reach the Financial Supported Center using this Flexible Work Richtlinien: Function, Types and TipsServiceNow form.
