Flexible Work @ TC

Flexible Work Collage

Flexible Work @ TC

The COVID-19 pandemic profoundly changed our society’s expectations for where and how work is performed. As the home to a talented, dedicated professional community, Teachers College acknowledges the benefits of flexible work, while also recognizing the importance of our vibrant campus culture and our ability to connect in-person. Following employee feedback we received through Our Voice: The TC Employee Survey and the flexible work focus groups held during July 2022, TC's leadership, in conjunction with Human Resources, has created the Hybrid and Flexible Work Arrangements Policy to clearly outline parameters for a flexible work environment where all employees may thrive.

TC’s standard hybrid work arrangement requires eligible employees to work on campus a minimum of 3 days a week with the option to work up to 2 days a week remotely, if their job responsibilities allow. The policy also includes guidelines for Flexible Work Arrangements, whereby an employee may request to compress their weekly hours or shift their start/end times. These options for hybrid and flexible work address our diverse, multigenerational community's unique needs while keeping the College’s operations running smoothly.

On this page, you will find the full Hybrid and Flexible Work Arrangements Policy, answers to frequently asked questions, and several resources to address supervisor and employee needs for hybrid and flexible work.

Hybrid and Flexible Work Arrangements Policy

Frequently Asked Questions


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Frequently Asked Questions

TC’s standard hybrid work arrangement requires eligible employees (professional staff and 2110 Union members) to work on campus a minimum of 3 days a week with the option to work up to 2 days a week remotely, if their job responsibilities allow. A flexible work arrangement is a schedule that differs from TC’s standard hybrid work week for professional staff and 2110 Union members. Options include, but are not limited to, ad hoc, flex workday schedule, compressed work week, and other hybrid work arrangements that differ from the standard. In rare circumstances, the university may also consider fully remote work arrangements.

This policy applies to professional staff and 2110 Union members. This Policy does not apply to requests for, or management of, workplace accommodation(s) under the Americans with Disabilities Act (ADA) or under any other applicable federal, state, or local law or regulation. Employees seeking such workplace accommodation(s) should continue to contact OASID.

Providing equipment and supplies is left up to the discretion of each department, and employees should ask their supervisor about available resources.

TC does not assume responsibility for operating costs such as Wi-Fi, home maintenance, or other costs incurred by employees in the use of their homes or alternate work locations.

The employee is responsible for the safety and security of College equipment and services at the remote work location. This includes maintaining data security and record confidentiality to at least the same degree as when working at the primary work site. The employee may not duplicate College-owned software and will adhere to the manufacturer's licensing agreement. Employees must adhere to the College’s secure computing guidelines and procedures.

Employees must live in the local employment area and within a commutable distance of Teachers College (within a radius of approximately 150 miles from the College).

Policy for Hiring or Retaining Individuals Who Will Work Outside of New York State

Expectations for timely completion of work to established standards, attendance and full participation at meetings, responsiveness to internal and external requests, and other performance criteria are the same for all employees. Hybrid and fully remote employees are asked to respond to voicemails and emails in a timely manner but no later than the end of the workday. Supervisors will apply the same performance standards to employees regardless of work location.

FAQs for Manager/Supervisor

All decisions should be focused on aligning with the College's operational needs. A consistent approach to analyzing each request should be applied. It is important that the supervisor communicates with the employee the reasons for the denial.

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