POL - 80.02.1 Flexible Work Arrangements and Remote Work Policy
1. Introduction
1.1. North Carolina Central University (“the University”) recognizes that flexible work arrangements (FWAs) support employee well-being, productivity, engagement, and retention while ensuring operational and service needs are met. This policy establishes guidelines for flexible work arrangements and remote work in alignment with the UNC Policy Manual.
1.2. The University encourages departments to consider flexible work arrangements where feasible, provided that such arrangements do not compromise institutional operations, service delivery, supervision, or compliance responsibilities. Flexible work arrangements are discretionary, subject to approval by the appropriate supervisory authority and the Office of Human Resources and may be modified or revoked based on operational needs. In the event of a change to or revocation of a flexible work arrangement, an employee must be provided with advanced notice in writing at least 15 days prior to any change or revocation.
1.3. All flexible work arrangements must be reviewed with supervisors at least annually.
1.4. This policy identifies three major types of work arrangement flexibility: (1) flexible work schedules; (2) flexible work hours; and (3) flexible work locations.
2. Scope
2.1 This policy applies to SHRA employees, EHRA Faculty, and EHRA Non-Faculty employees, where operationally feasible and consistent with UNC System guidance.
3. Definitions
3.1 Flexible Work Arrangements (FWAs) are work structures that alter the time and/or place of work to accomplish job duties, either by employee request or at management’s direction, consistent with UNC Policy Manual 300.8.6[R].
3.2 Flexible Work Schedules
3.2.1 Flexibility in the scheduling of hours worked, including alternative schedules such as flex time, compressed workweeks, and adjusted shift or break schedules.
3.3 Flexible Work Hours
3.3.1 Flexibility in the number of hours worked, including part-time arrangements or job shares, where appropriate and permitted by appointment type.
3.4 Flexible Work Locations (Remote/Hybrid Work)
3.4.1 Flexibility in the place of work, including remote work from home or a designated satellite location, on an occasional or regular and recurring basis.
4. Common Uses
4.1 Flexible work arrangements may be used to:
4.2 Reduce commuting time or costs
4.3 Support dependent care or elder care needs
4.4 Offset peak traffic hours
4.5 Support academic pursuits or professional development
4.6 Address temporary health needs (where work can still be performed effectively)
4.7 Match work hours with peak productivity
4.8 Extend service or operational coverage
5. Examples
5.1 Examples of flexible work arrangements include, but are not limited to the following:
5.1.1 Alternative start/end times
5.1.2 Compressed workweeks (4/10, 9/80)
5.1.3 Hybrid schedules (e.g., 2–3 days remote)
5.1.4 Occasional remote work for personal or operational needs
5.1.5 Arrangements may vary by department based on job responsibilities.
6. Benefits
6.1 When implemented effectively, flexible work arrangements may:
6.2 Improve recruitment and retention
6.3 Increase employee engagement and morale
6.4 Reduce absenteeism and tardiness
6.5 Support business continuity and resilience
6.6 Enhance productivity and service delivery
7. General Requirements for Flexible Work Arrangements (FWAs)
7.1 Management Authority
7.1.1 The decision to approve, modify, or revoke a flexible work arrangement rests solely with management, at the discretion of the Chancellor or designee(s), based on operational needs. FWAs do not create a right, guarantee, or entitlement. Approval of a flexible work arrangement for one employee does not create a precedent or entitlement for other employees.
7.1.2 Flexible work arrangements may not be feasible for all positions, and approval of any request is subject to managerial discretion and operational requirements.
7.2 In assessing proposed arrangements, managers must consider the following factors:
7.2.1.1 Whether the employee’s work and responsibilities are conducive to a FWA without causing disruption to performance and/or service delivery;
7.2.1.2 Employee productivity;
7.2.1.3 Employee conduct;
7.2.1.4 Task interdependence;
7.2.1.5 Operational constraints; and
7.2.1.6 Applicable state and federal laws (if any).
7.2.1.7 Employees with an FWA must be able to perform their duties free of external obligations and unreasonable interruptions.
7.3 Establishing and Managing Flexible Work Arrangements
7.3.1 All regular and recurring flexible work arrangements must be documented using a standard form or electronic process established by Human Resources and approved by management.
7.3.2 Employee performance and conduct must be considered when granting or continuing a flexible work arrangement.
7.3.3 Flexible work arrangements may be approved on a trial or conditional basis.
7.4 Duty Station and Reasonable Commuting Distance
7.4.1 An employee’s assigned on-site University work location remains the official duty station, regardless of any approved remote or hybrid arrangement.
7.4.2 Employees must be able to report to campus within a reasonable period of time when directed due to operational needs, emergencies, or changes to or revocation of the flexible work arrangement.
7.5 Information Security and Data Protection
7.5.1 Employees must comply with all University and UNC System information security requirements.
7.5.2 Sensitive or restricted data may not be processed or stored on personally owned devices and must be accessed only through approved University-owned systems and secure network connections.
7.6 University Equipment, Property and Insurance
7.6.1 All University-owned equipment approved for off-site use must be inventoried, used in accordance with University policies.
7.6.2 Equipment must be returned upon termination of the arrangement or employment.
7.6.3 Flexible work arrangement agreements must address responsibility for loss or damage and applicable insurance considerations.
7.7 Workers’ Compensation
7.7.1 Employees working under an approved flexible or remote work arrangement are covered by workers’ compensation for job-related injuries occurring in the course and scope of employment.
7.7.2 Injuries unrelated to work duties or occurring outside work hours are not covered.
7.8 Review Modification and Termination
7.8.1 Flexible work arrangements should generally begin with a pilot period, typically lasting thirty (30) to ninety (90) days, and be subject to regular review.
7.8.2 Flexible work arrangements may be modified or discontinued at the discretion of management based on operational or organizational needs. Reasons may include, but are not limited to:
7.8.2.1 changes in business or staffing needs;
7.8.2.2 performance or attendance concerns;
7.8.2.3 equity or funding considerations; or
7.8.2.4 an employee’s request.
7.8.3 Final decisions regarding flexible work arrangements rest with management, with support from Human Resources as appropriate.
7.9 Dependent Care Considerations
7.9.1 Flexible work arrangements do not alter an employee’s fundamental job responsibilities or performance expectations.
7.9.2 Flexible work arrangements may support dependent care needs; however:
7.9.2.1 Employees must remain able to perform job duties during work hours
7.9.2.2 Remote work is not a substitute for full-time caregiving
7.9.2.3 Supervisor approval is required
7.10 Wage and Hour and Compliance
7.10.1 All work performed under a flexible work arrangement remains subject to wage and hour laws, overtime requirements, leave policies, public records obligations, and all other applicable University and UNC System policies.
7.10.2 Employees with remote work arrangements outside of North Carolina may be subject to the laws and regulations of other states or countries with respect to the employee/employer relationship. Institutions are required to ensure good faith compliance with such laws and regulations if granting approval for remote work arrangements outside of North Carolina.
7.11 Americans with Disabilities Act (ADA) Considerations
7.11.1 This policy applies to all eligible employees, including employees with disabilities.
7.11.2 An employee whose needs may be addressed through a FWA may submit a request under this Policy and is not required to disclose a disability as part of that request.
7.11.3 If a FWA does not adequately address the employee’s needs, the employee may seek a reasonable accommodation through the University’s ADA process by contacting the Office of Human Resources.
7.11.4 Flexible work arrangements are administered separately from the ADA accommodation process and are not a substitute for reasonable accommodations.
7.11.5 Nothing in this policy limits or replaces the University’s obligation under the ADA.
7.12 Non-Discrimination
7.12.1 Flexible work arrangements shall be considered and administered in a fair and consistent manner, based on legitimate operational and job-related factors.
7.12.2 Decisions regarding the availability, terms, or modification of flexible work arrangements must be made without regard to an employee’s age, color, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
7.12.3 Managers must also ensure that FWAs are applied in a manner that promotes consistency and equity among similarly situated employees within the unit.
8. Policy Administration
8.1 The Office of Human Resources provides oversight, guidance, and standard documentation to ensure compliance with UNC System requirements and consistent application across the institution