Staff Hybrid Work Program

Case Western Reserve has adopted a new staff hybrid work policy with a goal of maintaining the vibrancy of our residential campus while also providing flexibility for remote work.

This page includes guidance for staff and supervisors who wish to propose a staff hybrid work arrangement that would commence Monday, Jan. 10, 2022—the start of the spring semester.

Below is a program overview; supervisors must review the Framework for Staff Hybrid Work document and attend a recorded online training prior to submitting hybrid work proposals.

Staff who wish to participate in hybrid work arrangements also must attend a recorded online training.


Hybrid work arrangements must be mutually beneficial—that is, they should:

  • advance the institution’s excellence 
  • contribute to the unit’s purpose and responsibilities 
  • provide staff opportunities to conduct duties off campus so long as they meet performance expectations


Exempt and non-exempt staff members may participate in remote work if they have:

  • duties that can be completed successfully without being on campus full-time*
  • no Positive Corrective Action (PCA) measures in effect
  • performance ratings of at least “meets expectations” on their most recent evaluations**

*Employees whose duties prevent off-campus work are eligible for up to three flexible days off per year (which may be taken in half-day increments) with the supervisors’ advance approval. These employees also are eligible for opportunities for flexibility at the discretion of their supervisors (such as four 10-hour days per week, seasonal schedules, etc.).

**If an employee goes into PCA or receives an evaluation with a lower rating, the remote work opportunity for that employee will end, until the supervisor—in consultation with Human Resources—confirms that the issue is resolved.


Supervisors who wish to propose a hybrid work arrangement should:

  • carefully assess the unit’s duties and identify which among them may be successfully completed off campus (and by whom)
  • determine what university equipment respective staff members need to work effectively off campus
  • evaluate opportunities to enhance the unit’s service—for example, by extending the unit’s operating hours by staggering daily schedules 
  • develop consistent weekly schedules for staff members’ in-person and remote days that ensure: 
    • consistent levels of in-person service throughout the work week
    • equitable distribution of on- and off-campus schedules among staff
    • no individual staff member has more than two off-campus workdays per week*

*If circumstances exist that merit more than two remote workdays per week, the supervisor should explain those circumstances as part of an exception request included in the hybrid work proposal.


  • Staff whose roles require full-time campus presence are eligible for up to three ‘flexible days’ that they make take off from work with their supervisor’s approval
  • Non-exempt employees may not work overtime without their supervisors’ prior written consent
  • The nature of employment (compensation, benefits, at-will status) for all staff remains the same in the hybrid work arrangement
  • Equipment that the university provides, whether used on or off campus, remains the property of the university and must be returned upon the university’s notice and/or the end of the staff member’s employment
  • Data security and confidentiality must be maintained regardless of work location; supervisors should contact the office of compliance and/or [U]Tech with questions
  • Safety of a remote work area is the responsibility of the staff member; staff injured performing remote work must notify the Office of Risk Management within 24 hours of the incident.

Read Prior to Completing Forms


Supervisor Proposal Submission

•   Download and complete required forms
•   Secure necessary signature(s)
•   Put all documents in a single folder with the department or unit name as its title 
•   Email the folder to