George Mason University is not a registered employer outside the United States. Even if you have the right to work in another country (i.e. work visa, SOFA), this authorization does not necessarily allow you to work for George Mason University in that country. There are critical steps that need to be taken before initiating or authorizing remote work or telework situations. E-mail email@example.com if you want to work outside the United States. 1. The flexibility of labour policy does not provide for all the contingencies that may occur. Superiors and workers who enter into flexible employment contracts and telework/remote work agreements on the basis of this directive should endeavour to cooperate in resolving unforeseen situations. Employees and supervisors can initiate, modify or terminate a flexible employment agreement or remote work/work contract at any time, unless such an agreement is a condition of employment.
1 Flexible employment contract form, information on technology resources and forms for ordering services. To enable telecommuting technology, please visit the flexible work site See the video walk below to find out how to submit an agreement with Dynamic Forms. one. All employees and services using telework or remote work enter into a remote working agreement, including a formal schedule, and a Mason equipment protocol. The agreement must be concluded by the employee, his supervisor and the division head and verified by HR- Payroll. 2 Employees and departments that use flex time (within the limits of the directive – in Section I of this directive), a compressed timetable or a employment-sharing agreement must enter into a flexible working agreement. Both the telework/remote work agreement and the agreement on work flexibility must be concluded and the staff and salary sheet must be submitted for review before the flexible working agreement begins. I.
Workers who record leave while 50%-flexible work arrangements must cover all types of leave on the basis of their flexible schedule. For example, an employee who uses sick leave in a compressed four-hour schedule must take into account 10 hours of work a day of work, not 8 hours as a regular schedule. Leave that is not taken or granted to the worker each year (for example. B holidays, etc.) 8 hours per day. The worker must take into account the difference during his flexible working day, taking into account the corresponding number of overtime hours during the reference period or taking into account another reasonable leave (for example. B, annual leave, recognition, compensation, etc.). Flexible hours: an alternative work schedule that varies the departure time and end of an employee`s work day or the days of the week when an employee works. Compressed worktop: an alternative work plan that ends less than five (5) full workdays per week. Shared employment: an agreement in which two officers share the duties of a full-time position in which each officer shares a certain share of a full-time job. Employees who participate in the job-sharing group share a FTE and are considered part-time workers. Regular work plan/call and weekend evenings: an agreement in which an employee works a regular 40-hour schedule, but is on call in the evening and/or on weekends.
Remote work: a work arrangement in which a worker spends most or all hours of work outside the traditional workplace. Remote workers differ from teleworkers in that they work from home or from another agreed alternative site, far enough from a Mason campus, that daily travel is not possible or that their position is designed for off-site work.