Specific procedures apply if the employee’s proposal is based on his/her own health condition or disability or that of a family member; in such cases, you should immediately contact your local HR representative for guidance.

Employees are not required to give a reason when submitting flexible work arrangement proposals. A supervisor should evaluate each proposal on the business case, and should not deny a proposal based on an employee’s reason (or perceived lack of reason). Sometimes an employee may not wish to do so, especially if private family issues are the reason.

However...

A new FWA should be reviewed in the first 30 days to ensure it is effectively meeting the needs of the employee and the business. To propose a different flexible work arrangement at any time (e.g., change from compressed work week to job sharing), a new written proposal should be submitted to your manager for consideration. A written proposal should also be given to your manager if you would like a return to your previous work schedule—but remember that this is not always possible. For example, in some cases budgetary limitations may preclude increasing hours (e.g., if you have been part-...

No. Proposals for flexible work arrangements should be evaluated on how business needs will be met and how the work will get done, as well as on an employee’s likelihood of success with the arrangement, based on his or her recent past performance. Managers should not evaluate a flexible work arrangement based on an employee’s reason for proposing it.

Your reason for proposing an alternative schedule is not a required part of the proposal. But it may be helpful to your manager to understand your reasons, particularly if he or she is evaluating the proposals of several employees...

Any employee may submit a proposal for a flexible work arrangement to his or her manager. All proposals need to be in writing and based on this form.

Under Harvard’s guidelines, managers should give consideration to all proposals to ensure a fair process for all employees. Remember—“fair” does not equal “same”. The process should be consistent to ensure equity between employees, but each outcome will be based on the particular circumstances of...