27 | STEVENS EMPLOYEE MANUAL Overview and Purpose Stevens maintains a Flexible Work Arrangement (“FWA”) program, as modified from time to time, that is designed to maintain a strong student-centric focus, promote sustainable ways of working that reduce the campus office footprint and related expenses, increase employee engagement and retention, enhance the university’s ability to recruit top talent and strengthen the institution’s ability to operate virtually and respond quickly to emergencies or other unexpected events. The program is subject to the ongoing approval of the President and Cabinet, who may cease or modify the program at any time, with advance notice to the community. Definitions and Scope Eligible staff positions are assigned one of three work status designations: Predominantly Remote, Hybrid or On-Campus. These designations are assigned to positions and units, not to individual employees, and are based on the nature of the position’s duties and responsibilities and on the university’s operational needs, which may change over time. Predominantly Remote positions are those in which job responsibilities can be performed effectively off campus, generally involve independent, project-based work, and do not require regular in-person interaction with students, faculty, staff or alumni. Hybrid positions involve a regular, scheduled combination of on-campus and remote work and typically require periodic in-person interaction, on-site coverage or access to campus facilities or equipment. On-Campus positions are those with critical responsibilities that cannot be performed remotely, respond to public health and safety issues, require regular in-person interaction or depend heavily on campus access or equipment; employees in these roles work on campus at least five days per week, although full-time incumbents may work remotely up to 20 days per calendar year with supervisor approval (with a prorated number of days for part-time positions). The FWA program applies only to non-faculty staff positions. It does not apply to positions with critical on- campus responsibilities that cannot effectively be performed remotely or that are considered first-responder roles, such as campus police officers and dispatchers, building services, health care providers, mailroom staff and resident directors, nor does it apply to positions covered by a collective bargaining agreement. The FWA program is distinct from, and does not replace or modify, the processes for requesting reasonable accommodations for disability under the Americans with Disabilities Act or the New Jersey Law Against Discrimination; such requests must be submitted to the Division of Human Resources in accordance with existing policy. Assignment of Work Status and Scheduling Work status designations are determined by Division Vice Presidents and Deans, who consider the responsibilities of the position, the needs of the unit and how effectively work can be performed remotely without reducing productivity or service levels. Within the Hybrid category, supervisors (subject to approval by the Division Vice President or Dean) set the number of days per week or equivalent schedule that employees must work on campus. Hybrid positions generally require employees to have a regular on-campus presence (for example, working on campus three days per week or working full weeks on campus in alternating intervals), with additional on-campus time as needed for coverage, events or peak-demand periods. Administrative positions within non-academic units may be scheduled to work on campus up to four days per week at all times, except during periods when classes are not in session and additional flexibility may be approved. Administrative positions within academic units are typically scheduled for four days on campus per week, again with the potential for additional flexibility when classes are not in session. All administrative positions, regardless of designation, may be required to work additional days on campus, including evenings and weekends, with overtime pay provided to non-exempt employees when applicable. The flexibility to work remotely or in a hybrid arrangement is based on the role and responsibilities of the 6.3 FLEXIBLE WORK ARRANGEMENT PROGRAM
