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Flexible Work Policy

Based on the nature of their role, some employees may be eligible for flexible work arrangements regarding where and when work is done.

Standard Workweek

The standard workweek for most College employees is 37.5 hours with offices open from 8:30 AM–5:00 PM, Monday through Friday. Within these parameters, full-time employees may request flexible schedules. Some offices may also need to be open before 8:30 AM, after 5:00 PM, and on weekends; therefore, other flexible scheduling arrangements may be necessary for the offices that operate outside the regular business hours.

The work week begins on Sunday and ends on a Saturday. The 37.5 or 40 hours must occur in this time frame.

The flexible work week hours must not fall below the required hours (37.5 hours per week) to remain covered in the benefit programs. Hours worked in excess of those scheduled per day and per workweek (overtime) require the supervisor’s written pre-approval (for non-exempt or hourly employees).


Workplace flexibility is a mutually beneficial arrangement where both the College and the employees agree on when and where work gets done. Workplace flexibility is an opportunity to support the employees’ safety, work life, along with their personal and family responsibilities while still supporting the College’s need for coverage, efficiency, and productivity.

The College actively supports workplace flexibility where it is reasonable and practical to do so and where the on-campus and operational needs will not be adversely affected.

The following criteria will be used to evaluate flexible work schedule requests:

  • Requests may be appropriate when the employee’s essential job duties can be performed remotely, and the employee and the College or administrative unit can maintain quality of service for students, faculty, staff, and other members of the College community if the employee has a flexible work schedule. Positions/units that necessitate in-person work, those positions that require in-person interaction with others, and any position where there is a need to perform assigned tasks using specialized material or equipment that is only available at a College-owned or maintained facility may not be suited for flexible work schedules. Flexible work schedules should not create undue burdens on others in the unit/department.

  • Based on demonstrated job performance and work habits, the supervisor must be confident that the employee will maintain the expected quantity and quality of work. The nature of the job does not require the employee’s physical presence, or efficiency is not compromised when the employee is not present. (e.g. Telecommuting may not be appropriate where performance requires frequent in-person interaction, direction or input from other employees working on site.) The employee’s performance evaluations indicate sustained solid performance. The employee’s observed productivity levels are high and consistent and the employee can maintain confidentiality. The employee has not received disciplinary action within the past year, does not have a record of negative performance issues, or has not demonstrated an attendance problem.

Work Arrangements

Different work arrangements may be possible depending upon the employee’s role and the specific nature of the work required.

  • A temporary arrangement for an employee with their supervisor to work from a location that is not owned or maintained by the College on a limited ad hoc basis as needed (e.g., needing to be available at home for contractor work).

  • An arrangement for an employee to consistently perform their regular work both in person and from a location that is not owned or maintained by the College (e.g., telecommuting two days per week and working in-person three days per week).

  • An arrangement for an employee to perform their regular work from a location that is not owned or maintained by the College, where the employee rarely, if ever, works onsite. These positions are advertised as remote and are approved by Senior Leadership.

Approval & Adjustment

The decision to approve flexible work schedules is at the supervisor’s discretion and must be reviewed with the functional area’s Dean, Vice President, COO, or Provost. Additionally, the supervisor may, at any time and for any reason, revise or revoke the flexible work schedule, either temporarily or permanently.

An employee who requests to work a flexible schedule should present their plan to their supervisor in writing. Approvals and details will also be in writing and housed in the employees’ “document of record” in the Oracle system.

If a supervisor revises or revokes the flexible work schedule, either temporarily or permanently, an employee is entitled to two weeks prior notice of revocation before it becomes effective to give the employee time to make any arrangements before returning to work at a facility owned or maintained by the College. Revision or revocation of the flexible work schedule may be appealed to the appropriate Senior Leadership but shall otherwise not be grounds for a grievance.

Unless telecommuting is a condition of employment, the employee may request to terminate or amend the agreement either temporarily or permanently, provided that the employee provides two weeks prior notice. Due to space, scheduling and location considerations, any changes to flexible work schedules will require Senior Leadership approval. Failure to follow these guidelines could result in termination of the flexible work schedule agreement and/or disciplinary action, up to and including termination of employment.

There may be times when a supervisor asks for a temporary adjustment to the agreed-upon schedule for special events or department coverage for sick employees. The supervisor retains the right to make these temporary adjustments in conversation with their employee.

People Center

Miller Center at Lakeside Campus
Third Floor Room 331
175 Lakeside Ave, Burlington, VT 05401
Monday – Friday
8:00 AM – 5:00 PM