Wake Forest is a residential university, with a commitment to the teacher scholar ideal, service, and engagement. Our dedication to mission prioritizes personal interaction between students, faculty, and staff. While a majority of roles on campus require an in-person (i.e., on-site) presence for service and engagement, some positions may be suited for Flexible Work Location and/or Alternative Work Schedule consideration. 

Flexible Work Arrangements, whether Flexible Work Location or Alternative Work Schedule, permit eligible staff employees to complete their work from an alternative location or within a modified schedule that has been mutually agreed upon by an employee and their supervisor in alignment with the University’s Flexible Work Policy and divisional and unit operational needs.

The University recognizes that the utilization of Flexible Work Arrangements offers advantages for both the University and employees where these arrangements are operationally appropriate. Implementation of an effective flexible work program enhances the University’s ability to attract and retain talented employees, and provides increased flexibility in employees’ work-life integration. Successful Flexible Work Arrangements align campus and team needs and are characterized by frequent, effective communication and performance goals, expectations, and reviews.

Flexible Work Eligibility

  1. The ability to successfully uphold and advance the University’s mission.
  2. The division’s and unit’s operational needs.
  3. Position responsibilities and constituent interactions.

Eligibility to participate in a Flexible Work Arrangement is based on (i) the ability to successfully uphold and advance the University’s mission while engaging in a Flexible Arrangement, (ii) the division’s and unit’s operational needs, and (iii) position responsibilities and constituent interactions. Flexible Work Arrangements may not be suitable for all positions and/or all employees.

Flexible Work Location Modalities

A Flexible (Alternative) Work Location is a location other than the employee’s conventional, on-site work location where an employee is permitted to complete their job duties. 

An employee’s Flexible Work Location must guarantee at least the same level of privacy, security, and confidentiality as the otherwise assigned on-site workspace.

Employees performing work outside of North Carolina must comply with applicable Wake Forest University policies pertaining to out-of-state work and with applicable employment laws for the location where the work is occurring.

Important: Before performing work in a state other than North Carolina, employees must document their Flexible Work Agreement in Workday and receive approval via Workday notification. For questions, contact Human Resources (askHR@wfu.edu).

Work Location Modalities


Alternative Work Schedule Types

Alternative Work Schedules offer flexibility in an eligible employee’s scheduled starting and ending times or the number of days each week that an employee performs their regular, standard weekly hours. The total number of hours worked per week should remain the same as the hours outlined in the University’s Standard Work Week and Hours of Work policy and is not affected by this arrangement. Alternative Work Schedules should be predictable and consistent from week to week.

Schedule Types


Documenting a Flexible Work Arrangement

The development of any Flexible Work Arrangement is a collaborative effort. Supervisors and staff members should engage in this 3-step collaborative process:

Discuss, Then Develop a Plan

Carefully review the Flexible Work Policy and consider the eligibility guidelines. If you believe your position aligns with this guidance, you may initiate a conversation with your supervisor regarding your interest and eligibility.

If you are deemed eligible, co-develop a plan using the Flexible Work Arrangement Planning Guide (strongly encouraged) to outline expectations.

Document Your Arrangement

Once you have developed a plan with your supervisor, document your proposed arrangement by submitting the details in Workday. Resources for navigating this process are below.

You will receive a notification in Workday when your proposal has been reviewed. Do not engage in a new Flexible Work Arrangement or perform any work out-of-state until you have received an approval notification.

Revisit and Revise

Continue to have regular conversations with your supervisor about performance and engagement and make adjustments to your plan as necessary. The efficacy of the arrangement should also be considered during your regular performance evaluations.

Any changes to or termination of your arrangement should be documented in Workday.

Additional Resources

Frequently Asked Questions

Do I need to submit anything in Workday if I work fully on-site?

No, if you are working fully on-site (and you are not proposing an Alternative Work Schedule) then you are not required to submit anything in Workday regarding your work arrangement. Only those requesting to participate in a flexible work arrangement need to submit a request.

How do I modify a flexible work arrangement I have already established in Workday?

You cannot edit an existing flexible work arrangement in Workday. Complete the “End My Flexible Work Arrangement” task, and then document your updated arrangement using the “Request Flexible Work Arrangement” task.

I am a hiring manager seeking to fill a position that is eligible for a flexible work location arrangement. What do I need to know?

WFU does not permit Flexible Work Arrangements in all U.S. states. Contact Human Resources (askHR@wfu.edu) before extending an offer to a finalist candidate who is (1) an FLSA exempt employee who proposes to work in a state other than North Carolina, Florida, Georgia, Maryland, South Carolina, Tennessee, or Virginia, or (2) an FLSA non-exempt employee who proposes an arrangement in a state other than North Carolina.

What should I do if I plan to establish a flexible work arrangement for a time-limited period of time, like parts of the summer months?

A flexible work arrangement with a time-limited duration, like parts of the summer months, is considered a Cyclical Hybrid arrangement. When you document your flexible work arrangement in Workday using the “Request Flexible Work Arrangement Task” be sure to enter the proposed end date of your arrangement. If you will utilize a Cyclical Hybrid arrangement for a time-limited period each year, you should document the arrangement in Workday each time your Cyclical arrangement starts.

If I have established a flexible work arrangement in a state outside of North Carolina, am I permitted to perform work in any state?

WFU does not permit Flexible Work Arrangements in all U.S. states. Employees considering a move to a different state should contact Human Resources first to confirm that WFU permits eligible employees to work from that state.

Do I need to submit a request for a short-term flexible work arrangement?

There may be instances in which it is appropriate for an employee to request a short-term (less than 30 days) alternative location or modified schedule outside of a formal Workday agreement.

Important: If any work will be provided outside the state of North Carolina, contact Human Resources (askHR@wfu.edu).

See the “Emergencies and Unexpected Contingencies” section of the Flexible Work Policy and contact Human Resources (askHR@wfu.edu) for guidance.

Wake Forest University Human Resources

P.O. Box 7424, Winston-Salem, NC 27109 
askHR@wfu.edu |  P 336.758.4700 |  F 336.758.6127