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The process to determine a staff member’s flexible working arrangement is equitable.
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Decisions are made without bias or favoritism.
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Opportunities to work remote and/or hybrid match job responsibilities.
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Hybrid and remote working options have a positive or net-neutral effect on productivity, employee performance, and employee well-being.
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Approved hybrid and remote working options are documented and revisited (at maximum annually) based on team need and job responsibility.
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Engaging in a flexible work arrangement is a privilege for those employees in good performance standing with the Institute.