The Georgia Institute of Technology provides flexible working arrangements, including Flextime and Telework. Participating in a flexible working arrangement is a privilege and not a right.
The University System of Georgia (USG) allows Teleworking and Flextime, on a voluntary basis, to employees who fill job classifications/positions that have been designated as eligible for Telework and/or Flextime. The Telework and Flextime program is an employer option, not an employee right and is appropriate only when it results in a benefit to the institution. Telework and/or Flextime may not be suitable for all employees and/or positions. USG Institutions may implement Teleworking and/or Flextime as a work option for certain eligible employees based on specific criteria and procedures consistently applied throughout the department/unit.
Flexwork in General
Georgia Tech has approved flexible working arrangements for employees who work in positions that are eligible for Telework and/or Flextime and approved by the Designated Authority. Requests for disability, religious, or other accommodations are made through the Georgia Tech Office of Equal Opportunity, Compliance, and Conflict Management.
Request and Approval
Supervisors and employees must discuss the flexible work request; however, the supervisor and a Designated Authority make the final decision, and employees must maintain the agreed upon arrangement. All requests for Fully Remote Telework must also be approved by the Chief Human Resources Officer (CHRO).
Flexible work arrangements may be discontinued or revised at any time. The employee, supervisor, and/or Designated Authority may end the arrangement by providing written notice a minimum of 14 calendar days in advance.
Flexible work arrangements, including Flextime and Telework agreements, must be reviewed on an annual basis and resubmitted whenever schedule and/or work location changes are requested. Occasionally, an adjustment to an employee's work schedule may be required on a short-term basis and such adjustments do not require updates to the flexible working arrangement. Employees who occasionally request to Telework must get supervisor approval first, but do not need to update the Flextime or Telework Agreement form. The agreement should be reviewed and revised when there is a change in supervisor, job responsibilities, or change in work circumstances or performance.
Flexible work arrangements should not cause a non-exempt employee to work overtime or cause any employee to work on existing holidays or conflict with leave allocation practices. Exceptions should be approved in advance by Georgia Tech Human Resources (GTHR).
Performance Expectations
While working under a flexible working arrangement, employees are expected to maintain satisfactory performance. This includes turning in assignments by applicable deadlines; producing a quality work product, responding to communications, attending meetings, and following proper leave procedures for time off. In addition, employees must follow established state laws and departmental policies and procedures. In addition, employees must follow established state laws and Institute policies and procedures. Failure to do so may subject the employee to revocation of the flexible working arrangement agreement and/or disciplinary action, up to and including termination.
Retention of Agreement Forms
Supervisors are responsible for retaining any Flexwork arrangement forms (including Telework and Flextime agreements) until superseded or obsolete.
Employees can learn more and request flexible working arrangements here.
This policy applies to all Georgia Institute of Technology employees.
| Designated Authority | The Designated Authority for hybrid Telework agreements is limited to Institute officials on the President's Cabinet and/or those who hold the title of Dean, Vice President, or Vice Provost. Additionally, the Designated Authority for remote Telework agreements will include the Georgia Tech Chief Human Resources Officer (CHRO). |
| Eligible Employees | An employee, in an eligible position, who has been identified by the employee’s supervisor as satisfactorily meeting performance standards, terms, and conditions of employment of their position. The employee should have no formal disciplinary actions on file for the current or immediately preceding review period. |
| Eligible Positions | A position having measurable quantitative or qualitative results oriented standards of performance that is structured to be performed during a work period that may vary from the core work hours established for a department, unit, college or school. For teleworking, the position must be structured to be performed independently of others and with minimal need for support and can be scheduled at least one day a pay period to participate in teleworking without impacting service quality or organizational operations. The eligibility of a position for Teleworking or Flextime may change. |
| Flexible Working Arrangements | Refers to the overall category that contains multiple types of variations from a traditional work schedule, such as Telework, Flextime, and compressed workweek. |
| Flextime | A work period that may vary from the core work hours established for a department or school. The work schedule will ensure a forty (40) hour work week. |
| Telework | The performance of normal work duties at a location away from Georgia Tech campus or Georgia Tech location. |
| Hybrid Teleworker | A Teleworker who has an approved flexwork agreement to work remotely for part of the week and is required to work onsite for the remaining part of each week. |
| Remote Teleworker | A Teleworker who has an approved flexwork agreement to work remotely where an onsite attendance is not required. |
| Telework Agreement | An approved agreement from GT that outlines the understanding between the employer (Georgia Tech) and the employee regarding the work arrangements. The agreement must be fully approved prior to the start of Telework period agreeing that both parties will abide by the terms and conditions of Teleworking. |
Supervisors
Supervisors are responsible for engaging in individual conversations with all team members to determine Institute and department/unit business needs prior to agreeing on the employee's flexible working arrangement. Supervisors who approve a Telework agreement are responsible for monitoring employee performance, establishing expectations for service delivery, communication, attendance, physical work location, data security, and productivity. A supervisor has no authority to require an employee to Telework or work Flextime unless it was a condition of employment or a requirement of the job description.
Employees
Employees are responsible for submitting accurate location and schedule information in compliance with this policy. In addition, employees must receive written approval from a Designated Authority on an official Institute form prior to working a Flextime or Telework schedule. Employees are responsible for maintaining confidentiality and security at alternate workplaces, as they would at the primary workplace. Employees must protect the security and integrity of data, information, paper files, and access to Institute computer systems.
| Revision Date | Author | Description |
|---|---|---|
| May 2025 | Human Resources | Conforming Updates to USG HRAP |
| March 2024 | Human Resources | Editorial Changes |
| September 2007 | Human Resources | New Policy |