This policy outlines the requirements, definitions, and procedures for implementing a flexible work arrangement.
Employment Policies and Procedures
Applies to: All non- faculty employees not covered by a collective bargaining agreement
Dartmouth College supervisors and employees may seek flexible work arrangements in order to support the balance of work and personal commitments or to enhance an employees' job performance, productivity, and retention, if:
Flexible work arrangements may include modifications to work schedule, work location, and other arrangements that differ from a department's usual standards and practices.
Decisions about whether to accept or approve a request for a flexible work arrangement rest solely within the leadership of each division, and each division may establish its own process for review and approval of flexible work arrangement requests. All hybrid and remote arrangements when an employee is regularly working in a non-Dartmouth workspace must complete the Hybrid/Remote Agreement after attaining approval from departmental leadership, and all other arrangements must be approved using the Flexible Work Arrangement Request Form.
While nothing in this policy shall be construed as requiring the approval of any flexible work request, this policy and New Hampshire law prohibit retaliation against an employee solely because the employee has requested flexible work.
Examples of flexible work arrangements include:
Not all positions lend themselves to flexible work arrangements. Supervisors or employees should direct flexible work arrangement requests to their divisional leadership or immediate supervisor in a format and with sufficient detail that is reasonable for the arrangement being requested.
The Office of Human Resources has posted a Flexible Work Arrangements Guide on its website as a resource for employees and supervisors. Supervisors should use the Flexible Work Arrangements Guide and Flexible Work Suitability Assessment to determine position suitability for flexible work as well as evaluate and implement approved arrangements.
Depending upon the particular circumstances, flexible work arrangements may also include a trial period, phased implementation, a communications plan, and periodic reviews to assess the ongoing feasibility of the arrangement and to make adjustments, if needed.
If it is determined that a request for a flexible work arrangement cannot be granted, the supervisor should explain the rationale to the requesting employee. In all cases, a department may end a flexible work arrangement with reasonable notice to the employee(s).
Employees and supervisors with questions about a flexible work arrangement request may contact their Human Resources Consultant. For questions related to the evaluation and implementation process, or about specific approval and denial decisions, employees and supervisors may contact their Human Resources Consultant or their divisional leadership.
Once divisional approval is obtained, the following items must be submitted to Human Resources:
The Flexible Work Arrangements policy is not intended to be utilized when flexible arrangements are requested or granted as an accommodation due to an employee's disability, impairment, serious health condition, or other circumstances that may be covered by the Americans with Disabilities Act or the Family and Medical Leave Act. Employees requesting accommodations under the Americans with Disabilities Act should contact the Office of Institutional Diversity and Equity. Employees requesting Leaves of Absence, Short-Term Disability, or Medical/Family Leaves should refer to those policies for guidance.