FWA Guidelines

Frequently Asked Questions About FWAs

Click on the individual options for specific FAQs about that option.

How can we assure that FWAs are implemented consistently across Our Company's business units?
Our Company's Principles and the request and review process were designed to ensure consistency. Employees should construct requests and managers should review them with the Principles in mind.

What if everyone wants to be on an FWA?
The ability to continue to meet business requirements must be the primary factor in any decision to approve or deny an FWA. Some jobs don't lend themselves to different arrangements. Many people don't want them because FWAs don't fit their personality or lifestyle or don't find them workable. People are cautious about trying something different. Our Company's Principles and these guidelines should also provide insights if demand is too high. Should there be high demand, however, organizational policy gives managers control over whether or not to allow FWAs and how to schedule them.

What if more people want FWAs in a work group than can be accommodated?
There are no established limits on how many FWAs there can be in a work group. The main question is what the impact will be on the business objectives of the group. If limits need to be set, employees often will propose solutions. Managers can also propose a first-come, first-served process, a limit on length of time per option, a rotational approach, etc.

Why isn't an employee's personal reason for proposing an FWA considered?
The ability to continue to meet business requirements must be the primary factor in any decision to approve or deny a work at home arrangement. An employee's personal reason for requesting an FWA is not a determining factor and may even confuse the issue by focusing attention in the wrong place. To avoid putting managers in a position of judging personal needs, or comparing one person's reasons against another's, personal reasons are excluded from the decision process altogether.

Can a manager say no to an FWA request?
Yes. If, after evaluating the needs of the department, the job requirements, and the employee's skills and performance history, a manager determines that an FWA would compromise the department's effectiveness, he or she can (and should) say no. The manager is then responsible for giving the employee a timely response with a clear business rationale for the denial of his or her proposal. This is also a good opportunity to give performance feedback and do some coaching. The manager can agree to work with the employee on a plan to overcome any deficiencies, but should be careful not to promise that FWAs will be available in the future if problems are overcome.

Are there specific jobs identified as FWA jobs?
No. Our Company doesn't identify any jobs as FWA jobs. When considering whether a job is suitable for an FWA, look at the job functions. For example, if you're interested in telecommuting, most jobs have some functions that can be performed at home or at another alternate site. It is up to you to explore and pursue opportunities.

Aren't FWAs disruptive?
Management is an art that often deals with change. When change is managed well, disruption is avoided -- or at least minimized. If FWAs prevent good people from leaving because they need more flexibility, the savings in time and expense to replace them is less disruptive than implementing FWAs.

Are managers eligible to request FWAs?
All employees who meet the eligibility criteria - including managers - are eligible to complete an FWA request. Managers are often unavailable when they're working: they travel, attend meetings, meet with customers. Yet, they are able to manage their groups successfully. The key is to be able to identify someone who employees can turn to if they have questions or need help.

I'm afraid to approach my manager about working an FWA. Is there another person I can talk to about this?
Your manager is the person who will have to make the decision, so eventually you are going to have to talk to him or her. You may want to start by talking to your Human Resources representative to see if he or she thinks your idea for an FWA is workable.