CUNY Flexible Work Guidelines

University Human Resources


1. Flexible Work Arrangements

Staff may work modified schedules including flexible hours and condensed work weeks after consultation with and approval by their managers. Notwithstanding the foregoing, prior to implementing any modified schedule, managers and staff must take adequate steps and make appropriate arrangements to ensure that support services and University operations will continue without interruption while modified schedules are in place.

Flexible hours involve modifying starting and ending times of regular daily hours, while a condensed work week involves working the same number of hours per workweek or per pay period as required but in fewer days, similar to what is implemented during the summer.

Framework for Flexible Work Arrangements (day shift):

  • Schedule start times must be between 7am-11am
  • Schedule end times must be between 3pm-7pm
  • Condensed work week (35-hour week over a minimum of 4 days, with varying day off)
  • Establishment of minimum on premise staffing requirement by department/area

A College / School President or Dean, in their discretion, may permit an employee to work at a remote work location for a portion of their regular workweek not to exceed University established parameters for remote work. This type of alternative work arrangement may not be appropriate for all positions or employees.  To the extent remote work is authorized, the employee’s manager will determine if the employee’s job is compatible for remote based work. Access to necessary computer hardware and systems may be a deciding factor  in approving a remote work agreement.  Managers should consult with relevant campus Vice Presidents or for Central Office staff, their respective Vice Chancellor as needed, and regarding availability of essential tools.  Please see 2. Remote Work Guidelines below.

Employees granted a remote work arrangement will be subject to the same performance standards for their position that were in place prior to the remote arrangement. Managers should clearly communicate expectations for work assignments, check-ins and any other parameters relevant to supporting a remote arrangement.

Please see:  Manager’s Guide to Remote Work

  • Combination of remote and on-premise work days not to exceed University established parameters.
  • Combination of remote and on-site work weeks not to exceed University established parameters.
  • Condensed work week (in line with current guidelines for “Summer Fridays” where employees work 35 hours over Monday-Thursday with Friday off)
  • Flex start/end times

2. Remote Work Guidelines

Approval for short-term (maximum six months each occurrence, expiring no later than 6/30/2024) remote work assignments may be granted under the following conditions:

Employees working remotely are required to be available during their working hours, which hours may be modified in agreement with the supervisor, and to be responsive to clients, coworkers and supervisors while working remotely. Remote employees should be actively attending to work responsibilities throughout the agreed-upon workday and should be reachable by email, Microsoft Teams, or emergency contact telephone number provided by the employee for use during their scheduled working hours.

Employees approved for remote work will also have a telephone or cell phone available to make or return phone calls. Supervisors may not require employees to be available for more hours per week than otherwise or contractually required.

If equipment (including internet service) relied upon as a condition for remote work is not operational on a scheduled workday, the remote employee is required to promptly contact the supervisor to discuss alternate remote or assignment arrangements.

An employee who had not received training in Microsoft Teams or other software or platforms required for remote work prior to the start of remote work shall receive training, and the training shall be conducted during the employee’s regular or modified work hours. Appropriate technical support shall be reasonably available to the employee even after training has been completed.

Employees approved for remote work agree to maintain a safe and secure work environment and to report work-related injuries to employee’s supervisor at the earliest opportunity. Employees agree to hold CUNY harmless for injury to any other individual at the alternate work site, except if that individual is a CUNY employee who is present at the alternate work site at CUNY’s direction.

Employees working remotely understand that all equipment, if any, records and materials provided by CUNY shall remain the property of CUNY.  Employees agree to use reasonable care to protect CUNY-owned equipment, records, and materials from unauthorized or accidental access, use, modification or damage. Employees agree to promptly report to their manager any incidents of loss, damage, or unauthorized access.

While working remotely, CUNY employees shall not maintain Personal Identifiable Information (PII) or Personal Health Information (PHI) without permission from their supervisor and in accordance with CUNY policies, practices and procedures.  It is highly encouraged that an employee who is working from a remote location exclusively use CUNY issued computer equipment when available.   In cases where confidential information is being stored, the laptop must be CUNY-issued.

Employees must continue to comply with all applicable CUNY policies and conduct rules. Existing policies and practices regarding recording all hours worked and meal periods, and regarding obtaining supervisory approval prior to working unscheduled overtime hours or taking time off will remain in effect.

Approval of a remote work arrangement is not intended to alter the employee’s normal work responsibilities or to appreciably increase the employee’s normal work responsibilities and will not modify any policies set forth by CUNY.

Remote work arrangements are not a right or entitlement of employment and, as such, are discretionary and subject to operational needs.

Remote employees will be given a minimum of seven (7) calendar days’ notice of a requirement to return to on-site work.  Where possible, fourteen (14) days’ notice will be provided. Additional time to return to onsite work will be granted if necessary to meet documented travel restrictions or quarantine requirements.

Employees will be required to sign the Remote Work Agreement, attesting that they have read and will observe the terms outlined in the remote work policy and understands that all terms and conditions of employment remain unchanged except those specifically addressed in this agreement as a precondition to working from a remote work location.

Employees should submit their completed and signed remote agreement to their supervisor as far in advance as possible. The supervisor will consult with local Human Resources as needed and respond to the request within a reasonable amount of time.  Until a remote work agreement is signed and approved the requesting employee is not permitted to work from a remote location.

For effective remote work tips, please visit:

Tools and Rules for Remote Working: A Guide for Employees

Employees will be required to sign the Remote Work Agreement, attesting that they have read and will observe the terms outlined in the remote work policy and understands that all terms and conditions of employment remain unchanged except those specifically addressed in this agreement prior to working at a remote work location.


3. Flexible Schedule and Accommodation Requests

If you have concerns about returning to onsite work due to disability, pregnancy/childbirth or other reasons covered by CUNY’s Reasonable Accommodations and Academic Adjustment Policyplease follow CUNY’s procedures for requesting a reasonable accommodationCUNY remains committed to compliance with its Reasonable Accommodations and Academic Adjustment Policy.