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Tufts University Flexible Work Options Policy
Amended: 1/4/2024
Provided by: Department of Human Resources
Related Links and Resources
- Collective bargaining agreements
- Faculty: Faculty should refer to the handbook of their primary school affiliation for guidance.
- Postdoctoral Scholars Handbook
This policy should be read in conjunction with the following additional resources:
- HR Employee Policies and Procedure
- Tufts OEO Policies and Procedures
- Tufts Technology Responsible Use Policies
- Flex Work Resources
This policy applies to any eligible staff member who is not otherwise covered by a collective bargaining agreement.
A centralized policy for Flexible Work at Tufts allows schools and divisions to review opportunities for working in a flexible work environment.
Flexible work arrangements are based on the business needs of the department and established job categories. Departments must ensure that sufficient staff are available on-site, when required, to provide service to the campus community during scheduled business hours. That business need is the primary driver for considerations of flexible work arrangements.
Managers should consult with their HR Business Partner when determining the flexible work arrangements that are appropriate and equitable for their units. Ongoing dialogue between you and your manager also determines when and if opportunities for flexible work arrangements are available.
All alternative work schedules require the approval of your manager.
Types of Flexible Work Arrangements
The term “flexible work arrangements” encompasses a variety of alternative work modalities, schedules, and locations, outlined in the table below. All flexible work arrangements are considered first within the scope of work and the business needs of the department, division, or school, as defined by the division’s leadership team. The flexible work arrangement can be amended or terminated by the manager with reasonable notice.
Flexible work designations are described below:
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On-Site Work |
Based on the nature of the work or because business need or service delivery requires it, work must be performed on Tufts properties. Included in this category are Essential Staff. For more information about whether you are working in essential service areas, see Essential Staff, Campus Closings, and Early Release Policies. |
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Hybrid Work |
It may be possible for you to work a portion of your schedule at a remote location, and another portion on campus. The remote and campus portions could be split by day (e.g., mornings on campus and afternoons off campus), by week (e.g., two days on campus and three days off campus), or on campus periodically as needed. |
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Remote Work |
Remote employees are not expected to work on campus. Some remote work arrangements may have location considerations, such as the rare need to attend in-person meetings. |
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Flexible Scheduling |
You may request alternative starting and ending times for work, with the understanding that the majority of work hours align with any department norms and common business hours. An example could be working 8:00am-4:00pm instead of the standard 9:00am-5:00pm. |
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Compressed Work Week |
Where work is measured primarily in deliverable outcomes rather than hours worked, a department may choose to offer compressed work weeks (such as three-day work weeks with four days off or four-day work weeks with three days off), where practical. Because these arrangements can impact payroll processing, consult with Human Resources for guidance. |
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Job Sharing |
A job-sharing arrangement permits two individuals to share one full-time position. Hours may be divided in various ways. Both members of a job-sharing team are eligible to receive benefits provided each is scheduled to work at least 17.5 hours per week. Your benefits may be pro-rated. These arrangements should be designed with the help of your department’s HR Business Partner. |
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Temporary Reduction of Hours |
In exceptional cases, usually on a temporary basis and with a department leader’s agreement you may arrange a temporarily reduced schedule of hours. This arrangement is based on flexibility of business needs. |
Remote Work Technology and Information Security Guidelines. In a flexible working environment, the employee will be responsible for complying with all university policies and guidelines, including responsible use policies outlined on AccessTufts (https://it.tufts.edu/about/policies-and-guidelines/information-stewardship-policy) and the Tufts Technology Services website. Data handling policies can also be found online.
Employee Information. If you have received approval to work remotely from outside of Massachusetts from your department’s or school’s senior leadership, you must update your work location/address in eServe and send a separate notice to TSS@tufts.edu. There may be tax implications based on the status of your work arrangement.
Department Norms. Departments are to establish shared work norms and common hours when all employees are expected to be available. Nonexempt staff members are expected to adhere to Tufts timekeeping and overtime policies.
Provided by Human Resources