As Brown returns to more in-person operations, updated work arrangements may be available to some employees who have portions of jobs that can be performed remotely if those arrangements benefit their office or department and the University. All employees are encouraged to review the revised and enhanced Brown University Alternative Work Assignments (AWA) policy, which establishes new categories of eligibility for positions that supervisors may consider for remote or hybrid work arrangements. The policy outlines the process for requesting an AWA.
All union and non-union staff positions of grades 13 and below (this does not include student workers) will fall into the following three classification categories. Employees holding positions in all three classifications are eligible to request an AWA:
Entirely on-site (not eligible for remote/hybrid work schedules). The job duties cannot physically be performed remotely and are required to be performed on campus. With the supervisor’s approval, and based on the operational needs of the University and the essential functions of the job, employees in these positions may be allowed to have flexible/compressed work week arrangements provided such arrangements do not lead to overtime pay or lead to operational disruptions or inefficiencies.
Hybrid eligible. While most job duties are required to be performed on campus, a portion can be performed remotely. Generally, work can be done off-site without loss of productivity and efficiency, but most work requires on-site presence and/or in-person collaboration with other team members and/or mentoring. Employees in these positions may request hybrid schedules/locations utilizing the enhanced AWA process. Hybrid eligibility classification does not guarantee that a hybrid schedule will be approved. In order to designate a specific position as hybrid eligible, supervisors will need to carefully review:
- the nature of the position and work performed, the essential functions of the position, operational needs of the unit, and the effects of a hybrid schedule on team members and on other departments (such as collaborations, mentoring and workflow distribution and coordination);
- the employee’s ability to work efficiently and effectively remotely; and
- appropriate technology/computing support to accommodate a hybrid schedule.
Remote eligible. We expect that full-time remote work may be available only on a limited basis in cases where such arrangements meet the operational needs of the department and benefit the department and the University.
Staff in University Human Resources are readily available to assist anyone at any time with questions or consultation. Questions can be emailed to [email protected]