Let's Put the Flexibility Back in Flex Work/Place/Time

Written By Kate Elliot

The AAU plans to use evidence-based research collected from Members to counter NSCC’s belief that the College operates fundamentally in-person and Members are required to be physically present to preserve the essence of the college.

Flex Work that’s Flexible when you need it

The College’s decision to amend the Flex Work policy and procedures without providing the AAU with evidence based research to back up their changes is misguided and puts their employees (our Members) in a situation where there no longer is balance between work and personal responsibilities. Members are now unsure how to prioritize mental wellness while achieving job satisfaction, productivity and efficiency.

The decision to require a physical presence from our Members while managers and senior leaders work remotely will negatively impact the College community. The expectation to have an employee be present on campus while they are spending the majority of their time on virtual calls with coworkers and students makes no sense. Whether we agree or disagree with the Flex Work changes, the lack of information shared by the College with Members about decisions that profoundly affect them is contrary with their goal to build a community of civility and respect.

Flex work has never been about how many days an employee should spend in the office, it’s about the future of work and workers whose jobs can be done just as effectively from home.

Synopsis of Changes and Additions

Click here for a brief overview of the changes to NSCC’s Flex Work Policy and Procedures regarding PS Employees effective September 1/2024.

NSCC Flex Work Policy, Rubric and Procedure documents

  • NSCC Flex Work Policy — New policy language and other changes re Flex Work (Policy changes effective September 1, 2024)

  • NSCC Flex Work Rubric — New rubric to define the eligibility of positions and activities for Flex Place work arrangements

  • NSCC Flex Work Procedure — This procedure outlines the process for requesting a flexible work arrangement

Duty to Accommodate

To learn more about accommodation-related inquiries, please click here for the Nova Scotia Human Rights Commission's Duty to Accommodate webpage.

Kate Elliot
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Workload and Wellbeing