Workplace flexibility is one component of work-life effectiveness. Organizations use it as a tool for improving recruitment and retention, managing workload and responding to employee work-life needs, where appropriate.

Key Principles

1. The Emory WorkLife Resource Center advises employees who may be considering preparing an AWA proposal. The Center also supports management in evaluating, implementing, and measuring these programs. The Center does not mandate a business unit to implement a workplace flexibility solution nor does it advocate on behalf of an employee for an AWA program.
2. Managers have the authority to approve and implement workplace flexibility solutions that observe Emory’s Principles of Alternative Work.
3. Some alternative work arrangements, such as telecommuting, compressed workweeks, flexible hours, etc., are not suitable for some jobs. This is frequently the case for skilled trades jobs requiring onsite presence, jobs requiring patient interaction or others that require immediate access to University resources.
4. Workplace flexibility solutions are not an entitlement. If an employee is interested in an alternative work arrangement, he/she should prepare a proposal and present it to his/her manager for review. The Emory WorkLife Resource Center can provide tools and guidance on how to design an AWA proposal.