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Working at Cornell

Flexible Work

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Cornell embraces the use of workplace flexibility where appropriate to support the wellbeing of our employees and achieve our workplace goals.

Although not every position can take advantage of these arrangements, there are often a variety of ways that flexibility can be customized to work for both the department and the individual.

Request a Flexible Work Arrangement

 

Resources for Flex Arrangements

For Managers:

About Flexible Work Arrangements

Eligibility

Is your role eligible for a remote or flex work arrangement? Review the Flex Work Evaluation Criteria: these are the concerns that will be considered by your people leader and HR.

Expectations

Employees working a flexible arrangement such as remote work are expected to meet the same standards of performance as they would be expected to meet if they were not working a flexible arrangement.

Employees are expected to continue complying with all University, as well as department/unit specific, policies and procedures while working remotely and will continue to be subject to all applicable University policies, procedures, and collective bargaining agreements. Remote employees are also responsible for maintaining the security and confidentiality of university files, data and other information in their home work space. 

Work Hours and Time Off

As when working onsite, non-exempt (hourly) remote employees are expected not to work overtime without prior approval from their supervisor. They are also required to take rest and meal breaks in full compliance with federal, state and local guidelines. If a non-exempt employee is unable to take their rest or meal break, they must notify their manager within one business day.

Employee vacation and health and personal leave will continue to be based on hours paid during the remote work arrangement as per existing procedural language. Requests to take vacation or other time off from work must be pre-approved in writing by a supervisor. Supervisors are strongly encouraged to be flexible and supportive with employees in granting employee time off requests.

 

Types of Arrangements

  • Alternative Work Schedule: a variation in starting and departure times that doesn't change the total number of hours worked in a week.
  • Compressed Work Schedule: a traditional 35-40 hour workweek is completed in less than the standard number of workdays (typically 5).
  • Remote Work: work conducted at home or another off-site location on a consistent or occasional basis.
  • Job Sharing: a form of regular part-time work in which two people share the responsibilities of one regular, full-time position.
  • Occasional Use Flexibility: temporary change to start/end times or a work location that is agreed upon between a supervisor and an employee.

Other Options:

  • Reduced schedule options such as phased retirement, part-time or partial year appointment, medical leave/disability-related schedule adjustments, etc. all integrate flexible work practices.