Flexible and Remote Work in Sciences
The College of Sciences understands the importance of flexibility in today's dynamic work environment. We are committed to supporting our faculty, staff, and students by offering flexible and remote work options.
Whether you’re balancing professional responsibilities, academic pursuits, or personal commitments, our policies are designed to provide the freedom and flexibility you need to thrive. Join us in embracing a modern approach to work that prioritizes your well-being and productivity.
What is Remote Work?
A rare and exceptional alternative for an employee to work at home or another off-site location for 100% of the employee’s standard work hours (i.e., not located on central campus or other university-owned or operated locations). All work locations 100% outside of North Carolina are Remote Work.
Only a supervisor can request a remote work arrangement. Since these are approved by the Dean and the Provost’s office, the department should upload the approval of their department head prior to routing the request.
What is Flexible Work?
Work options, requested by the employee, involve adjustments to an employee’s work schedule, hours, and/or work location to effectively accomplish the duties and responsibilities in the employee’s position.
The employee requests Flexible Work and must be approved by their Supervisor.
At NC State, multiple terms are used to describe “Flexible Work Arrangements”:
Alternate Work Locations
An alternate work location is an adjustment to the employee’s designated on-site university work location. Not all positions are suitable for an alternate work location. Some positions have job duties and responsibilities, unique functions, or schedules that do not lend themselves to remote work (e.g., front desk receptionist, building and grounds maintenance staff, service-oriented staff members, etc.).
Flexible Work Hours
Employees may be allowed, with the manager’s discretion, to shift their scheduled work hours so long as the flexible work arrangement meets operational needs and is consistent with building access and security protocols. Managers must ensure the unit’s operational needs are covered during core work hours.
Flexible Work Week
Employees may request, and managers may, in their discretion, approve compressed work week schedules for their employees. Compressed work week schedules allow covered employees to work 40 hours within one week by working fewer than five regular work days or 80 hours within two weeks by working fewer than ten regular work days.
Hybrid Schedule
Hybrid schedules include a combination of on-site and remote work
Job Sharing
Job sharing is a flexible work arrangement where two employees perform the work of one full-time equivalent (FTE) position. Each employee occupies the same position, reducing work hours to meet the position’s FTE. For example, two part-time employees may work in the same position for 20 hours per week, each rotating their work schedules if working on-site or simultaneously if one or more is working remotely. The planned schedule for the position should not exceed 40 hours per week.
Before moving forward with flexible work arrangements, review this chart to determine if you are using the correct request in MyPackPortal (*Note: Employees must have their supervisor’s approval before starting the request process in MyPack Portal):
| Flexible Work | Remote Work | |
|---|---|---|
| Flexible work hours | X | |
| Flexible work week | X | |
| Alternate work location within North Carolina (on campus, home, or other address) | X | |
| 100% of work within the state of North Carolina | X | |
| 100% of work out of the state of North Carolina | X |
University Resources
REG 05.55.10 – Flexible Work Arrangements
REG 05.55.11 – Remote Work Location
Flexible Work – University HR Webpage
Flexible and Remote Work at NC State University – HR Now Article
Employee Resources
Employee Resources Description
Flexible Work Arrangement Essentials (Google Doc)This document provides guidelines for employees and supervisors on flexible work arrangements.
Employee’s Guide (Tango): How to Submit a Flexible Work Arrangement RequestThis job aid provides step-by-step instructions on submitting a flexible work arrangement request via Employee Self-Service. Employee’s Guide (Video): How to submit a Flexible Work Arrangement Request This job aid provides step-by-step instructions on submitting a flexible work arrangement request via Employee Self-Service. Employee’s Acknowledgment of Remote Work Location (Google Doc) Employees are required to review and sign this form.
Supervisor Resources
Supervisor Resources Description Flexible Work Arrangement Essentials (Google Doc) This document provides guidelines for employees and supervisors on flexible work arrangements. Supervisor’s Guide (Tango): How to Review and Manage Flexible Work Requests via HCM Approval Monitor This job aid provides step-by-step instructions on reviewing and approving a flexible work arrangement request via Manager Self-Service HCM Approval Monitor. Remote Work Arrangement Essentials (Google Doc) This document provides guidelines for supervisors on remote work arrangements. Acknowledgment of Remote Work Location (Google Doc) Employees are required to review and sign this form. Supervisor’s Guide (Tango): How to Submit a Remote Work Request This job aid provides step-by-step instructions on submitting a remote work arrangement request via Manager Self-Service. Remote Work Location Tool for Supervisors This tool will help determine positions within your college/division that may be eligible for 100% full remote work. Flexible Work Arrangements Operational Guide for Managers and Supervisors The operational guide is a tool to assist supervisors and managers with the implementation of
flexible work arrangements in their units.
- Flexible Work – University HR Webpage
- Flexible and Remote Work at NC State University – HR Now Article
- Flexible Work Arrangement Essentials SOPs & Job Aids
- Flexible Work Arrangements Operational Guide for Managers and Supervisors
- Remote Work Arrangement Essentials SOPs & Job Aids
- Remote Work Location Tool for Supervisors
Frequently Asked Questions
Who approves my flexible work arrangement?
An employee’s direct supervisor is the only approval required at the University. To do this, the employee submits a request in MyPack Portal that is routed directly to their supervisor for review and approval. Supervisors will have the option to deny, push back, or approve the submitted request. The requests are stored in the HR system and managed by your supervisor based on the operational needs of your unit, along with your performance evaluation.
Do I have to submit a request for approval of a remote work location?
Yes, a position must be approved to work from a designated Remote Work Location. Unlike a request submitted by an employee for an alternate work location as part of a flexible work arrangement, the assignment of an employee to a designated Remote Work Location must originate from an employee’s supervisor.
This request can be made at any time.
As a manager, how do I determine if my employee is eligible for a flexible work arrangement?
Remote Work Location tool for supervisors—Please note that this is a guide and will still need further approval from leadership in your college, division, and others at the University.
Once I enter a remote work request, how long will it take to be approved?
It depends on the circumstances surrounding the request. Plan for a 2-3 week turnaround. For in-state remote work, these requests require, at minimum, the approval of the Assistant Dean for Culture, Talent, and HR, the Dean, and the Provost’s approval. Out-of-state requests require UHR’s additional approval.
Be sure to attach the department head’s approval to the request or have the department head email the Assistant Dean.
As a manager, how do I submit a remote work request?
Use the Supervisor’s Guide (Tango): How to Submit a Remote Work Request. This job aid provides step-by-step instructions on submitting a remote work arrangement request via Manager Self-Service.
Do I really need to formalize my flexible work arrangement in the HR System if my manager has already verbally approved it?
Yes, the UNC System Office requires NC State to report the number of employees who have flexible work arrangements. To do this, the employee submits a request in MyPack Portal, which routes directly to their supervisor.
How often should supervisors review flexible work arrangements?
The arrangement should be reviewed annually by the manager and the employee.
As a hiring manager, I have a vacant position that I would accept Flexible Work for a selected candidate. How do I advertise this in my posting?
The hiring manager should discuss this with their Department HR Partner. A flexible work arrangement statement could be included, for example, “Flexible work arrangements may be available.”
Does an employee’s duties or scope of work change because they have a remote work arrangement?
No, an employee’s duties and responsibilities should not substantially change due to a remote work arrangement.
As a manager, how do I determine if my employee is eligible for a flexible work arrangement?
Supervisors can use this tool – Alternate Work Location Tool.
Who submits the flexible work arrangement request?
Employees can submit a Flexible Work Arrangement Request in MyPack Portal by accessing Employee Self-Service and clicking on the “Flexible Work Arrgmt (Emp)” tile.
Can employees establish the number of hours they are expected to work during a remote work arrangement?
No, the total number of hours an employee is expected to work is during their established work cycle (i.e., 40 hours/one week, 80 hours/two weeks, etc.) and hours will not change when approved for a remote work arrangement.
I am an HR Professional; can I run queries to see who has an approved flexible or remote work arrangement?
Yes, here are the current queries available to you in Query Manager:
- UHR_FLEX_WRK_ARRANGMNT_CURRENT
- UHR_REMOTE_WRK_REQ
If I have performance issues with my employee, can I deny their request for Flexible Work?
Yes, reasons for denying flexible work arrangements can include, but are not limited to, changing business or operational needs, unsatisfactory employee performance, or conduct.
For performance and employee relations concerns, please contact Nikki Price or Allison Hubbard to discuss further.
Can flexible work arrangements be changed or revoked?
Yes, flexible work arrangements may be altered or revoked at any time at the discretion of management. Reasons for changing or revoking flexible work arrangements can include, but are not limited to, changing business or operational needs or unsatisfactory employee performance or conduct. If there are changes, an updated request must be submitted.
How much time does a manager need to give to an employee if the manager decides to change the flexible work arrangement?
Managers should provide at least thirty (30) calendar days’ notice to an employee prior to altering or revoking the employee’s established flexible work arrangement.
Does an employee’s duties or scope of work change because they have a flexible work arrangement?
No, an employee’s duties and responsibilities should not substantially change due to a flexible work arrangement.
Can employees establish the hours they are expected to work during a flexible work arrangement?
No, the total number of hours an employee is expected to work is during their established work cycle (i.e., 40 hours/one week, 80 hours/two weeks, etc.), and hours will not change when approved for a flexible work arrangement.
Does compensation or benefits affect flexible work arrangements?
No, an employee’s compensation and benefits will not change due to a flexible work arrangement unless there is a decrease in an employee’s FTE or a reduction in work hours.
What are core work hours?
Core work hours are the primary operating hours for the unit. The manager of that department sets the core work hours. Core work hours should be established, and most core hours align with the university’s regular business hours 8:00 a.m. – 5:00 p.m. Managers must ensure the unit’s operational needs are covered during core work hours.
Can a faculty member be fully remote?
All faculty positions are deemed to be in-person appointments, and instruction and faculty presence on campus are generally expected unless specifically deemed otherwise in the faculty member’s appointment letter or through an authorized remote work location as requested by the dean and approved by the provost. Refer to the Domicile and 11.22.24 Work Location Expectations Memo.