The process to determine a staff member’s flexible working arrangement is equitable.  

Decisions are made without bias or favoritism.  

Opportunities to work remote and/or hybrid match job responsibilities.  

Hybrid and remote working options have a positive or net-neutral effect on productivity, employee performance, and employee well-being.  

Approved hybrid and remote working options are documented and revisited (at maximum annually) based on team need and job responsibility. 

Engaging in a flexible work arrangement is a privilege for those employees in good performance standing with the Institute.