Remote Work Proposal

[scm1011]

I put together a work from home proposal while on maternity leave this summer, which was approved (while a request a year earlier was denied). My company markets itself as being working parent friendly so that was the crux of my argument, but in my "what's in it for the company" part I wrote that my productivity increased on work from home days due to fewer distractions (we have a fairly open office, so it's true). I also noted that without my commuting time I had flexibility to work beyond normal hours if necessary instead of a hard stop/start in order to accomodate daycare pick up/drop offs (but I knew this would not be taken advantage of or expected, I could see how that could backfire).

[ECB]

Do you all use any video conference calling tools, like Skype or Webex? Just something additional to add as far as the logistics - because if you do, you could easily use these tools to attend meetings (even one on ones with coworkers) virtually.

Do you have a telework agreement and checklist? We have to fill out this form annually- stating what our hours will be, what kind of work we'll be doing from home, and then a checklist to show we have a dedicated office space from which to work. If not, I'd be happy to share ours (also a University).

I work for a University too and luckily they started moving to some WFH opportunities about 10 years ago. When I was given 1 day a week, it was honestly life changing. It made me MUCH happier about my job. I now WFH 2 days a week and, well, it's amazing. I've stopped dreading my job and coming into work!

IT's hard to quantify this, of course, but being a HAPPY employee IS a benefit to them. Wanting to get up and work, not dreading the drive, etc - it DOES matter and it does have impact.

Good luck.

[Deleted]

Honestly, an employee having a good work/home life balance is a benefit to an employer and this was one of my big selling points when I did my wfh proposal last year. I always had the option to wfh as needed (sick, kids off school, inclement weather, etc) but getting a dedicated wfh day was a bigger deal. A lot of the higher ups in my company still value a traditional office space, heck, we just started being able to not have to wear a suit in the last 10 years. For now, our companies official policy is that they do offer flexible work arrangements but it is at the discretion of your department. I included a study in my submission that found that employees are something like 20% more productive when working from home, and then included a well worded paragraph about my commuting and not dealing with arriving at the office already stressed, being available extended hours in emergency situations (hasn't happened once in 18mths), things like that. I'm sure there's stuff out there, but unfortunately my laptop crashed 6 months ago and I lost all my saved documents otherwise I'd share them with you.

[questionae7]

I work at a university too, and recently handled this request from a (spoiler alert: former) employee. I was supportive of her WFH request since she's been at the institution for many years, proved herself as reliable and responsive, but her commute was taking 1+ hour each way. So, we drafted a proposal together hitting many of the points you made. As far as the benefit goes, we quantified the time she would have saved not commuting: x hours a week, which could work out to x number of matters she could handle.

Ultimately, her request was denied by my boss. She tried appealing (talking directly to the boss), but no dice. Our boss oversees a large division, and while our division's work could definitely accommodate WFH (i.e., lots of work over email and phone), others could not. And our boss didn't want to be seen as being unfair--and she (my boss) is also a little old school, too. I know other divisions at the university allow for WFH. It just depends on the management, really, since the university doesn't have an official policy on it.

That employee left. I hope you have better luck, though!

[lolalolalola]

Similar to others, I have the option to wfh as needed (appointments, etc.) but getting a dedicated wfh day is not happening. We recently gave everyone in the company new tablets and soft phones, etc. so they could work anywhere. My company's official policy is that my company "focuses on work outcomes and is open to flexible work options". In reality, I do not know anyone who regularly works from home. My commute is 45 minutes each way so I would Love this option. Especially days when I don't have any meetings!

Good luck!

[hbomdiggity]

I think the biggest hurdle to get an employer past is addressing how they know you are actually working.

I was able to WFH full time as a lawyer, which is not an industry known for embracing alternative work arrangements. But two things made it pretty easy to implement: existing technology support for being able to work from anywhere and the billable hour accountability. The firm knew I was working because I record my day in 6min increments (and had to meet certain minimums).

[minzy]

Go for it!

I think you should mention the environmental angle, provided you’re driving a gas combustion engine vehicle. Does your university have a sustainability plan? Try to tie that in.

If all employees, not just you, were able to telework once a week, the emissions expended to travel to work, and the university’s carbon footprint, would decrease. Did you know that a gallon of gasoline produces 19.6 pounds of carbon dioxide? Etc.

[simpsongal]

Jan 7, 2020 15:52:27 GMT -5 hbomdiggity said:

I think the biggest hurdle to get an employer past is addressing how they know you are actually working.

I was able to WFH full time as a lawyer, which is not an industry known for embracing alternative work arrangements. But two things made it pretty easy to implement: existing technology support for being able to work from anywhere and the billable hour accountability. The firm knew I was working because I record my day in 6min increments (and had to meet certain minimums).

Ditto this as well as client-facing roles.  My clients like to have facetime and drop by unannounced, so it takes a cultural shift for organizations like ours to embrace WFH.  Small things like including a conference bridge every time you set up a meeting can help.  Our phones went "digital" recently so our desk phones, work iphones all ring at once and regardless of where you are.  Anything to increase seamlessness helps - e.g., skype.  Unfortunately, that can make you feel anxious and "on" all the time....but I suppose it's a tradeoff.  I try to lean in extra when it's called for and out when things are slow. 

[minzy]

Maybe compare other universities and perhaps cite to the federal government’s Telework Enhancement Act.

[questionae7]

Jan 7, 2020 14:16:36 GMT -5 Cappy said:

Jan 7, 2020 13:31:24 GMT -5 questionae7 said:

I work at a university too, and recently handled this request from a (spoiler alert: former) employee. I was supportive of her WFH request since she's been at the institution for many years, proved herself as reliable and responsive, but her commute was taking 1+ hour each way. So, we drafted a proposal together hitting many of the points you made. As far as the benefit goes, we quantified the time she would have saved not commuting: x hours a week, which could work out to x number of matters she could handle.

Ultimately, her request was denied by my boss. She tried appealing (talking directly to the boss), but no dice. Our boss oversees a large division, and while our division's work could definitely accommodate WFH (i.e., lots of work over email and phone), others could not. And our boss didn't want to be seen as being unfair--and she (my boss) is also a little old school, too. I know other divisions at the university allow for WFH. It just depends on the management, really, since the university doesn't have an official policy on it.

That employee left. I hope you have better luck, though!

Thank you so much for sharing this experience. It sounds identical to the climate we have here. It's sometimes hard to explain to those from private sector or more progressive universities, but the skepticism about a viable WFH arrangement (even one day a week) is very real. 

Yes, skepticism is the perfect word.  I was confident my employee could handle it, but my boss is very change averse, and this would have definitely been a shift to the culture.

I forgot to add: one thing I tried doing was talking to other folks on campus who do have WFH privileges and seeing how they went about getting approved, and whether their setup  negatively affected customer service (our office is all about "customer service"!). I get that bosses don't want to look like they tried out something and failed, but if you show successes around campus (especially with similar roles as yours), then that would provide support that you could be successful, too. 

[formerlyak]

I work for a university and WFH exclusively. We are very lucky that from management down, telecommuting is supported. My role is regionally based about 2 hours from campus, so having me on campus all the time didn't make sense. I go back quarterly. However, I have many colleagues who work from home 1-2 days a week.

When I was the head of a department at a different university, I got work from home for two of my employees one day a week. A few things that I think help are:

- have the same work from home day every week to make it easier for others to know where you are
- don't let that day be Monday or Friday as it send the "I want a three day weekend" message to skeptics
- at the start of the month, draft a memo regarding what you plan to accomplish on your work from home days that month
- at the end of each work from home day, update that memo with your progress (this may or may not be ongoing, but it will give your boss a way to keep you accountable for work on those days and give your boss documentation for when his/her boss asks what you are up to on those days)

I agree with referencing any type of sustainability plan your university has, if applicable.

Also, if it applies, reference any traffic-related regulations your university has to adhere to. Two schools I have worked at were in neighborhoods that required only a certain number of cars in and out on certain days. There were literally days we parked offsite and bussed on to campus to help with compliance at one of them. At the other, it's how I got extra work from home days for my staff.

Good luck!

[dr.girlfriend]

When I asked for a WFH day 11 years ago, my boss was like, "There's no chance in hell, but you can ask HR." She basically didn't want to be the "bad guy." When I went to HR, the HR rep was like, "Yeah, sure, in fact I work almost entirely from home!" This just to say that sometimes it's the managers who are sticklers and HR is actually more flexible, but it's hard to know until you ask.

It's hard to say it in a way that doesn't sound like a threat when you're first asking, but I think employee satisfaction is a HUGE advantage to a company, and in my annual reviews I always reiterate how much I appreciate having a WFH day as being pretty key to my happiness as an employee. Now it's pretty much the standard in my group, but I was definitely the first! I will say that one of the big caveats was that if there was a "can't miss" meeting I would come in as needed. It didn't happen often, but I had to make sure that everything was in place so that when it came up I could do so. Even now I just took on a new position that has a monthly meeting on my WFH day that I will come in for. It's worth it for the position, though, so I'll suck it up once a month.

[k3am]

Jan 7, 2020 15:52:27 GMT -5 hbomdiggity said:

I think the biggest hurdle to get an employer past is addressing how they know you are actually working.

This. My analyst that I inherited had two work from home days a week, that I was theoretically okay with. But she was not responsive or communicative, and I never had any insight into what she was doing during her WFH days. One of my first requests was that she find a way - ANY way - to document what she was working on while she was remote. At the end of several months of trying to get her to document, her response was "if you call me, I always answer the phone or call back within a few minutes, that should be good enough." Her WFH days were eliminated. 

[ellipses84]

Think of ways to specifically address their concerns. If your department is customer service based, make your WFH days ones that are the least busy in that regard or offer to come in every day the first/last week of the quarter or if a colleague in the same role is on vacation. They may be more likely to allow one day vs. two so make sure you feel them out on that and negotiate. Using examples of successful WFH programs for similar university or federal/state positions may be helpful.

WFH is definitely the way the private sector is going. It’s really challenging in my industry, but knowing people are willing to come in or go to client meetings as needed helps. Most people WFH as needed, ie. They have a maintenance person coming to their house, but I know we have a manual and we’re piloting a guideline for official, regular wfh schedules.

[wildrice]

Is parking an issue on your campus? Having fewer vehicles that need to park on any given day seems like a benefit to the campus.

[Cappy]

Jan 8, 2020 14:08:21 GMT -5 wildrice said:

Is parking an issue on your campus? Having fewer vehicles that need to park on any given day seems like a benefit to the campus.

I'm in rural Indiana. It's very much a college town. No space issues. 

[ECB]

Jan 7, 2020 12:51:49 GMT -5 Cappy said:

Jan 7, 2020 12:17:31 GMT -5 ECB said:

Do you all use any video conference calling tools, like Skype or Webex? Just something additional to add as far as the logistics - because if you do, you could easily use these tools to attend meetings (even one on ones with coworkers) virtually.

Do you have a telework agreement and checklist? We have to fill out this form annually- stating what our hours will be, what kind of work we'll be doing from home, and then a checklist to show we have a dedicated office space from which to work. If not, I'd be happy to share ours (also a University).

I work for a University too and luckily they started moving to some WFH opportunities about 10 years ago. When I was given 1 day a week, it was honestly life changing. It made me MUCH happier about my job. I now WFH 2 days a week and, well, it's amazing. I've stopped dreading my job and coming into work!

IT's hard to quantify this, of course, but being a HAPPY employee IS a benefit to them. Wanting to get up and work, not dreading the drive, etc - it DOES matter and it does have impact.

Good luck.

Thank you for your response. It's amazing to hear from another university person and to hear what it did for your mental load.

We finally have all the software access tools (WebX, VPN, Jabber, VOIP call forwarding) and although we never use them in our day-to-day work, I'm comfortable with all of them as far as the tech.  We do not have any precedent or policy related to telework or remote work in our HR docs. To my knowledge, we don't have anyone else on campus approved to WAH -- even in the event of inclement weather/sickness. I'd definitely be interested in a DM with a checklist.

I'm going to message you a link to our University's policy (which may help out too) and at the end of the policy is a link to the actual agreement that we have to fill out and turn in on an annual basis. 

[jr009j]

What about making the point of the talent the university could attract with a WFH policy? Based on your post, the location is inconvenient and undesirable for couples with two working spouses- there likely isn’t jobs for a spouse not employed by the university, so people need to live further away and commute and many prospective employees will factor in the commute and rule out the university based on it, which negatively impacts the pool of potential employees. Does the community have enough housing options for non-students?

Basically make an argument that the University is losing out on good candidates based on location and allowing one or two WFH days would make it more desirable to work for.

[jr009j]

Jan 9, 2020 15:58:46 GMT -5 Cappy said:

Jan 9, 2020 14:58:37 GMT -5 jr009j said:

What about making the point of the talent the university could attract with a WFH policy? Based on your post, the location is inconvenient and undesirable for couples with two working spouses- there likely isn’t jobs for a spouse not employed by the university, so people need to live further away and commute and many prospective employees will factor in the commute and rule out the university based on it, which negatively impacts the pool of potential employees. Does the community have enough housing options for non-students?

Basically make an argument that the University is losing out on good candidates based on location and allowing one or two WFH days would make it more desirable to work for.

I've heard, anecdotally, that there are large numbers of us who commute from Indianapolis suburbs to the university in a rural town. While what you say is 100% accurate, there's major sensitivity around this pattern. Bringing it up is not likely to be a positive. Locals here say things such as "you Indy people think you are too good to live here" or "it's your choice to live so far away and make that drive". Some of my interactions with HR (while serving on search committees) leads me to believe that they don't fully understand how undesirable it is here. Most people who work here grew up here and the university is the main employer.

That’s good insight to have! I hate that attitude and would want to argue it, but you don’t want to unnecessarily fight organizational culture when you’re trying to change policies.

[mlkgls]

Cappy - Good luck with your proposal!

I have the ability to WFH twice a month, but would welcome at least one additional day. I am always available via phone or Skype, but my productivity goes through the roof on those days simply due to the lack of interruptions.

[just]

Jan 9, 2020 17:40:39 GMT -5 jr009j said:

Jan 9, 2020 15:58:46 GMT -5 Cappy said:

I've heard, anecdotally, that there are large numbers of us who commute from Indianapolis suburbs to the university in a rural town. While what you say is 100% accurate, there's major sensitivity around this pattern. Bringing it up is not likely to be a positive. Locals here say things such as "you Indy people think you are too good to live here" or "it's your choice to live so far away and make that drive". Some of my interactions with HR (while serving on search committees) leads me to believe that they don't fully understand how undesirable it is here. Most people who work here grew up here and the university is the main employer.

That’s good insight to have! I hate that attitude and would want to argue it, but you don’t want to unnecessarily fight organizational culture when you’re trying to change policies.

I'm following this because I'm a director trying to balance our departmental needs and supporting our workers. We offer WFH for a select number of my employees. 

Having said that, I think the discussion above ends up being way more complex. Colleges and universities are in a community, and pften represents the population and the students there. There is something to having people 'of that community', and for that community employed there, so that they can appropriately support the student body. Additionally colleges and universities usually thrive best when there's a good partnership between institution and community - and that goes beyond students and includes staff too.

By 'outsourcing' talent to other areas the local area may suffer, and I can't fault certain organizations for prioritizing people who will possibly want to live and work in a community.

Having said all of that, it's not the priority for many institutions, and saying no because of bull shit reasons sucks and is bad for everyone.