FT On-Site Work Arrangement
Communication Guide
Ok, so you've determined that a FT On-Site work arrangement is suitable for this particular role or for your team.
Follow the 2 steps below...
STEP 1
Read the definition of on-site work arrangement
to ensure that this mode is still suitable for this role or team:
Full-Time On-Site Arrangement
Full-time on-site work is a traditional work arrangement where the nature of the position’s duties require an employee to work full time on one of our Lab sites in order to fulfill mission essential research and support. Employees who work on a Lab site as their work arrangement may be eligible to telework on an occasional basis. As a general rule, this unplanned type of telework would occur no more than 12 days per year. Supervisors may approve occasional requests at their discretion without a formal agreement. Examples include ad hoc situations such as the need to be home for a delivery or technician, or a need to attend a personal appointment located close to home during a work day.
STEP 2
Definition doesn't apply?
Consider revisiting the FWA Business Need Considerations Template to determine which work mode is suitable and appropriate for your employee or team.
Definition still applies?
Use the FT On-Site Arrangement Communication Guide to help prepare your rationale and expectations for this new work mode.
What if the employee disagrees with this work arrangement?
It's possible that the employee might have expected to work off-site or have a hybrid work arrangement because they've been successful in conducting their job duties in a remote/telework mode for over a year. And while that may be true, they need to understand the business need for requiring them work onsite.
When differences in opinion arise, and an agreement is not reached in the initial discussion, it’s ok. This can be a healthy part of the process. Each party should make note of where there isn’t alignment, and agree to reconvene at another time after further consideration. Both should take time to carefully consider the other’s perspective and challenge their own assumptions. Be prepared to discuss again and consider modifications to the initial proposal or alternative options, if appropriate. If after a follow-up discussion an arrangement is not reached then either party may contact their HR Division Partner for additional support and resources.
For tips on navigating difficult conversations during the lab-wide transition to a hybrid organization,
please visit our FLEXIBLE WORK LEARNING RESOURCES , "Leading Through Change & Crisis Management" section for learning material.
You can also contact your HR Division Partner for additional support.