Request and Approval Procedures

Managers should carefully evaluate all requests for flexible work arrangements using the guidance below. Flexible work arrangements must be appropriate for the specific position and job duties. Not all positions are appropriate for hybrid work or modified work schedules.

Core Principles

Flexible work arrangements must be consistent with the following core principles:

Institutional Mission:  Boston University is a vibrant residential research university, and intense collaboration and in-person interactions among students, staff, and faculty are necessary to our work. Flexible work arrangements must support this mission.

Quality of Student Services:  Flexible work arrangements must not impinge on the student-centered nature of our residential research university.

Quality of Research Environment. Flexible work arrangements must not impinge on the research activities that are physically based in our laboratories and offices.

Business Operations and Goals: Flexible work arrangements must support business operations’ efficiency to ensure the success of each school, college, or department and the University as a whole in meeting and exceeding overall goals. Business operations may vary seasonally.

Employee Retention and Recruitment:  Flexible work arrangements will support talent recruitment and retention and contribute to the University community and employee morale.

Other Key Considerations

Managers should also consider the following factors in determining whether a flexible work arrangement is appropriate:

  • the nature of the role;
  • job duties;
  • the University’s needs;
  • the presence of students, faculty, other staff, guests, or the public on-campus during specific time periods or events;
  • the unit’s operational requirements;
  • a review of productivity over time within the unit;
  • an assessment of the engagement of all employees in a unit; and
  • an assessment of communications and collaboration among employees within one or more unit(s).

Nature of Position – Special Considerations for Hybrid or Fully Remote Work

Roles that lend themselves to hybrid or fully remote work are generally those that:

  • involve work that can be accomplished independently with limited direct supervision (subject to the Other Key Considerations outlined above)
  • do not require frequent and regular face-to-face contact with students, supervisors, staff, faculty, guests, or the public on the University’s campuses;
  • do not require access to equipment, materials, or information that can be only accessed while on the University’s campuses; and
  • do not require on-campus presence due to security, logistical, or other business-related reasons.

Staff Member Job Performance

Staff members must meet the job performance criteria set forth in Section 5 above (i.e., no active corrective action, a minimum overall performance rating of 3 (successful) on the most recent performance evaluation, if applicable, and compliance with all University health and safety policies and protocols) to be eligible to request and remain approved for a flexible work arrangement. If a staff member receives corrective action or an overall rating below 3 on a performance evaluation or fails to comply with health and safety policies and protocols, a flexible work arrangement will be withdrawn until the manager determines that the performance issue is resolved, absent an exception by the applicable Dean or Vice President. The job performance criteria apply to both new flexible work arrangements and the continuation of pre-existing flexible work arrangements.

Additionally, managers should consider whether a staff member has demonstrated the following:

  • ability to work without close supervision;
  • consistently high levels of effective work performance;
  • strong problem-solving capabilities;
  • strong organizational skills;
  • effective communication skills;
  • ability to work within timelines and meet deadlines; and
  • ability to work efficiently in an informal, non-office environment.

Ongoing Review of Flexible Work Arrangements

Staff members with approved flexible work arrangements are expected to meet all performance standards of their school, college, or department and to be as productive as if they were working on campus or working a typical schedule.

Managers will review approved flexible work arrangements regularly, including during a staff member’s annual performance evaluation, to determine whether they should be continued, considering staff member job performance, operational needs, team dynamics, and other relevant considerations. Such reviews should be conducted at least annually and more frequently for new flexible work arrangements. Managers have the discretion to revoke or modify flexible work arrangements at any time with the approval of the applicable Dean or Vice President (or designee). The University will provide 30 days’ notice of modifications or revocations of flexible work arrangements when feasible. However, there may be occasions where 30 days’ notice is not feasible given operational needs.

Managers may consider approving flexible work arrangements for a trial period to assess their success and viability.