UC Berkeley offers a wide array of work arrangements. In recent years employees have been making increased use of flexible work arrangements. A significant percentage of employees already adopt some type of flexible work schedule; that is, they do not work the once-standard University schedule of 8:00 a.m. to 5:00 p.m. with lunch from 12:00 to 1:00 p.m.

The campus Human Resources website serves as an excellent guide for staff on flexible work arrangements. Take some time to review these materials and explore the possibilities.


Telecommuting is one of many flexible work arrangements and one that provides flexibility in location. The campus Human Resources website contains excellent resources for developing telecommute agreements and data security measures. This site includes resources and guidelines to help employees create a telecommuting agreement; model telecommuting agreement; and telecommuting safety checklist.


Haas staff who wish to request a flex work arrangement must:

  • Complete the Flex Work Arrangement Proposal Form
  • Engage in conversation with their manager

If the Flex Work Arrangement Proposal is approved and involves telecommuting, the Telecommuting Agreement Form will need to be completed and signed as well.

Fundamentals of Telecommuting at Haas

Berkeley Haas strives for consistency across the school for telecommuting practices.

  1. All staff with regular telecommuting schedules should have a telecommuting agreement on file, which has been reviewed and signed by Haas HR.
  2. It is expected that when new staff join a team, they do not telecommute until they have integrated into the new role. Haas HR recommends six months (equal to a probation period), but whatever period is chosen should be consistent across the entire unit (not just one team within a unit).
  3. It is Haas practice that staff regularly telecommute no more than one day per week. Any exceptions need to be reviewed by Haas HR.
  4. Telecommuting is a privilege and it is not a right. So, if meetings occur on someone’s telecommute day and they need to attend in person, there is no automatic “replacement” of the day.
  5. Out of office notifications may reference a telecommute schedule but should not have an “out of office” message or anything similar. This is working time and staff should be available during business hours in the same way they would be if physically present at the work site.
  6. For non-exempt (hourly) staff, supervisors need to ensure that work product on a telecommute day is equal to the number of hours worked that is reported.