Flexible Work Program

• Administrative Leave and Release Time
• Computer Management Policy
• Corrective Action and Dismissal of Staff
• Family and Medical Leave
• Inclement Weather and Other Unusual Conditions
• Information Security Policy
• Nondiscrimination Statement
• Nondiscrimination on the Basis of Disability
• Paid Time Off
• Parking and Transportation Administrative Procedure
• Responsible and Ethical Use of Computing Resources
• Staff Grievance and Appeal Process
• Standard Work Week and Hours of Work
• Travel Administrative Procedure
• Workers’ Compensation Leave

An eligible employee performs some of their work on-site and some from a Flexible Work Location each week; the number of weekly on-site and flexible location days remains fixed. The specific days may be fixed at the employee level (e.g., employee A works on-site Monday and Tuesday, while employee B works on-site Wednesday and Thursday) or at the division or unit level (e.g., everyone in the unit is expected to be on-site on Mondays and Tuesdays).

An eligible employee performs some of their work on-site and some from a Flexible Work Location; the number of weekly on-site and flexible location days varies. There is not a fixed number of required on-site work days. Employees are expected to be available to join on-site meetings and events with reasonable notice.

An eligible employee performs all of their work from a Flexible Work Location without an expectation to join regular on-site meetings. Divisions or units may require occasional travel for in-person meetings or events.

A Work Location Modality sub-category in which an eligible employee works on-site for the majority of the year and then establishes a Flexible Work Location Arrangement (Fixed Hybrid, Variable Hybrid, or Fully Remote) for a time-limited period in which the degree of in-person constituent interaction is predictably reduced. In most instances of the Cyclical Hybrid Modality sub-category, an employee will work flexibly only during a short, time-limited period, such as the week of spring break, the weeks surrounding the winter break, and/or parts of the summer months.

The University will withhold all appropriate taxes from an employee’s paycheck based on the employee’s primary work address, as recorded in Workday. It is the employee’s responsibility to
ensure that both the primary work address and the primary home address recorded in Workday are accurate, timely, and that the appropriate employment taxes are being withheld.

Employees working at a location other than a University property are responsible for having and maintaining an alternative workspace that is both safe and conducive to performing their job duties. Workspaces should be free from distractions, hazards, and other dangers.

The University will provide one set of technology equipment deemed necessary for an employee’s essential job functions, regardless of Work Modality or Alternative Work Schedule. Employees will not be provided any additional office equipment, such as desks, chairs, lamps, monitors, keyboards etc., for a Flexible Work Location. Employees are also responsible for the purchase of any needed duplicate computer peripherals for an alternative office space and reliable internet/telephone connectivity.

Consistent with Wake Forest University’s expectations of information security for employees working on-site and Information Security Policy, employees working at an Alternative Location will be expected to ensure the continued protection of confidential, private, and proprietary information received or created off-site as part of their employment. 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 who have been approved to work a Hybrid or Fully Remote work modality should
follow the guidance in the University’s Travel Administrative Procedure. The procedure states that staff are eligible for business travel reimbursement except for commuting to and from their primary work location (i.e., tax home). Although Fully Remote employees are not expected to attend on-site meetings or events regularly, there may be opportunities for a Fully Remote employee to attend on-site meetings to meet colleagues, attend training, and participate in community-building events.

International employees are subject to specific federal regulations that require additional reporting if they are working outside of the Piedmont Triad area. Employees with the H-1B visa status should contact ISS (iss@wfu.edu) prior to working outside of the Piedmont Triad area. 

Visit The Center for Immigration Services and Support (ISS) website and contact ISS (iss@wfu.edu) for more information.

WFU does not permit Flexible Work Arrangements in all U.S. states. Read the Flexible Work Policy for more information and contact Human Resources (askHR@wfu.edu) with questions.

As of October 1, 2023, an FLSA exempt employee’s proposal to work outside of the following states requires additional review in Workday from Human Resources: North Carolina, Florida, Georgia, Maryland, South Carolina, Tennessee, and Virginia.

Due to tax implications and other regulatory considerations, an FLSA non-exempt employee’s proposal to work from a Flexible Work Location outside of North Carolina requires additional review in Workday by Human Resources.

Regardless of position eligibility, an employee may not engage in a Flexible Work Arrangement if they have an active Performance Improvement Plan and/or a recent (previous 12 months) formal written Corrective Action. Contact Human Resources at askHR@wfu.edu for questions about these eligibility criteria.