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Flexible Work Arrangements

Flexible work arrangements (FWA) are agreed upon work hours and/or locations that differ from the standard five day work week. A flexible work arrangement may be temporary or ongoing based on business needs and your work/life needs.

Policy Statement
It is The Hartford's policy to support a flexible work arrangement, including remote work when an employee:

  • Demonstrates to management that business needs to be met, and
  • Obtains approval from management/human resources, or
  • Is assigned to work remotely by management

If you are requesting a flexible work arrangement for medical reasons, please review the job modification process for information regarding the special conditions and obligations that may govern your arrangement. Please note: If you are requesting a flexible work arrangement for medical reasons, you will only need to complete the job modification form; you do not need to complete the flexible work arrangement form. If you have additional questions regarding the job modification process, please contact The Hartford's HR Service Center at 877.HR.AT.WORK .

The Hartford supports FWAs because we recognize the diverse needs of our employees. We believe that with greater flexibility and work life balance, our employees are better able to achieve business and personal goals. When properly managed, FWAs improve business results by enhancing the company's ability to attract and retain employees, improving productivity, customer service, morale, and by reducing absenteeism and tardiness. In addition, remote work arrangements may also reduce the cost of maintaining on-site office space.

This policy applies to all active employees of The Hartford and its participating subsidiaries who are based at U.S. locations. Any request to work outside the United States must be assessed and approved by the business and representatives from the Law Department based country-specific considerations. See International Work Proposal Form and India Travel Restraint Policy.

The remote work program (RWP) is sponsored by the Executive Vice President of Human Resources. A cross-functional team manages the program to provide leadership, oversight, and coordination of a standard repeatable process.

Applying the Policy

  • A variety of FWAs may be used on a temporary or ongoing basis depending upon the business needs and the work/personal life needs of the employee. For more information on options, see Types of FWAs.
  • Employees who would like a Flexible Work Arrangement are required to submit a written proposal to management. See Employee Checklist.
  • The employee's management makes decisions as to the appropriateness of the FWA and should consider each proposal on a case-by-case basis and be reason-neutral. When reviewing an employee's proposal, managers should be open to discussing options with employees while considering the employee's performance and attendance history. See Responding to a Proposal: Manager/Employee Discussion Process.
  • Certain FWAs may not be appropriate for non-exempt employees. For example, FWAs involving an employee working more than 40 hours in one week so that he or she can work less than 40 hours in a subsequent week generally are not permitted. This is consistent with The Hartford's practice against allowing comp time to cross over work weeks. Call The Hartford's HR Service Center at 1-877-HR-AT-WORK to discuss any proposed FWA that involves multi-week combined schedules.
  • FWAs are not entitlements and may not be appropriate for every job or employee. Flexible work arrangements and availability may vary depending on the line of business, function or location. Managers may discontinue a FWA at any time that business needs are not being met and, if possible, should give an employee 30 days notice prior to discontinuing the FWA.
  • Managers are responsible for appropriate documentation and tracking of schedules.
  • Managers and employees are responsible for adherence to all company policies. Failure to do so may result in disciplinary action up to and including termination.
  • Remote work arrangements may be exclusively offsite (100%) or offsite for only a certain portion of the workweek or workday. Or these arrangements may be scheduled occasionally. (See The Remote Work Framework for RWP options). All employees engaged in remote work must complete work within the United States unless otherwise expressly approved by the business and representatives from the Law Department based country-specific considerations. See International Work Proposal Form or India Travel Restraint Policy, as appropriate.
  • Managers considering an employees' request to work remotely should first determine how the business needs are served through this arrangement. If business needs can be met, they should then consider the job type, type of work performed, type of collaboration and interface needs, the employee's qualifications and the remote work environment. The decision should be reason-neutral. (See The Hartford Remote Work Program Decision Model for more details.)
  • Remote workers must sign and comply with the terms of the Statement of Expectations.
  • Furniture, technology, equipment and supplies for RWP set-up will be provided only as required by the job and approved by the business manager. (See RWP Set-up Packages)