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Flexible Work Arrangements Policy

Table of Contents

Flexible Work Arrangement Procedural Guide

Read the Procedural Guide

Flexible Work Arrangement Proposal and Authorization Form

Fill out The Form

Policy Statement

Marymount Manhattan College (“the College”) permits the use of flexible work arrangements when such arrangements are pre-approved, assist in meeting organizational and operational needs and/or requirements, and maintain a high level of service for College constituents. There may also be times when an organizational unit’s needs require that certain positions follow flexible work arrangements.

Individuals who are requesting to work remotely from any state outside of New York, New Jersey, or Connecticut, must receive written approval from their Divisional Vice President and EVP for Finance and Administration (or designee) prior to putting in any request. The College has full discretion over declining requests to work from other states. Individuals may NOT work remotely from California.

Flexible work arrangements may be appropriate for some, but not all, Employees, positions, or organizational units. No College Employee is entitled to or guaranteed the opportunity for a flexible work arrangement. Flexible work arrangements are not an entitlement nor are they classified as a College benefit. Flexible work arrangements do not change the at-will nature of employment with the College, and they can be altered or discontinued by the College at any time for any reason.

The flexible work arrangements discussed in this Policy do not apply to situations where an employee requests a “reasonable accommodation” as a result of a disability or other legally protected classification. For these situations, please refer to the College’s Policy on the Americans with Disabilities Act.

The College supports three types of flexible work arrangements: (1) Telecommuting, (2) Flextime, and (3) TeleFlexing. Employees who have been approved and formally authorized for flexible work arrangements must be available for onsite meetings and/or activities when required by their Supervisor.

Brief deviations from agreed-upon work arrangements due to temporary circumstances, such as inclement weather, business travel, or personal emergency, are not covered under this policy and will continue to be managed on an as-needed basis by Supervisors.

Exceptions to this policy must be approved by the Division Vice President.


The College recognizes the increasing demands that Employees face in their personal and work lives, and that finding ways to accommodate these demands can help develop a campus culture in which each individual can thrive personally and professionally. The purpose of flexible work arrangements is to support Employees in developing work-life balance, managing their responsibilities outside of work, and lowering their levels of stress; and to support the College by encouraging high performance, promoting a culture of accountability, and relieving overhead and space constraints.


Organizational Definitions:

  • Employee: A full-time or regular part-time exempt or non-exempt staff.
  • Supervisor: The direct Supervisor of an Employee.
  • Department Head: The Supervisor’s direct Supervisor. (This individual could be a Division Vice President or the President.)
  • Division Vice President: The Vice President for the administrative division in which the position is primarily located.
  • Organizational Unit: A group of job positions joined together to accomplish a function or perform a service. Organizational units include, but are not limited to, administrative divisions, departments, and functional areas.


Policy-Specific Definitions:

  • Onsite and Offsite: Onsite refers to work environments established by the College, including work environments established by the College away from the main facilities on 71 st Street and 72 ndOffsite refers to work environments established by the Employee.
  • Core Hours: A period of each workday during which all Employees in the organizational unit are required to be present and working (whether onsite or offsite). Having core hours facilitates communication, collaboration, and coverage.
  • Flexible Work Arrangements: An umbrella term that refers to work schedules and work environments that differ from those of a traditional job. Flexible work arrangements require core hours to be set for each organizational unit. The College supports the following flexible work arrangements:
    • Telecommuting: A flexible work arrangement in which an Employee works onsite for part of the standard workweek and offsite for part of the standard workweek utilizing telecommunications and computer technology.
    • Flextime: A flexible work arrangement in which an Employee works onsite for the standard workweek, but has start and stop times of the workday that differ from the organizational unit’s norm. In a Flextime arrangement, an Employee must work the core hours established by the organizational unit’s Supervisor. For non-exempt Employees in a Flextime arrangement, a bona fide meal period must be included.
    • TeleFlexing: A flexible work arrangement that combines Telecommuting and Flextime (see above). In brief, an Employee works onsite for part of the standard workweek and offsite for part of the standard workweek, and has start and stop times of the workday that differ from the organizational unit’s norm, with core hours and meal periods observed as required.

Technical Requirements:

All individuals working off site must comply with MMC’s IT’s policies and procedures.

Leaves and Accomodations:

Accommodations Under the ADA

Family Medical Leave (FMLA) and NY Paid Family Leave (PFL)

Vacation Time/ Carry-Over

COVID-19 Related Leave

The College will continue to follow New York law with regard to the need to quarantine based on exposure to, or contracting, Covid-19.

Paid Leave Time for Vaccinations

The College follows New York law with regard to permitted paid leave to enable employees to get vaccinated. Employees must give their supervisors notice in advance if they will be absent from work due to a vaccination appointment. Employees who have negative effects from the vaccination may use their paid sick days for time needed to recover.

Employee Wellness

The College recognizes that many employees are understandably feeling overwhelmed during this challenging time. Each employee’s overall well-being is of great concern. The College has an Ability Assistance program through EmployeeConnect which offers counseling. The service includes up to three face-to face emotional or work life counseling sessions per occurrence per year. For access over the phone, call 1-888-628-4824.

Scan the QR code to learn more about how EmployeeConnectSM services can help!

Additional Questions

Faculty should contact Peter Naccarato, Vice President for Academic Affairs and Dean of the Faculty.

Staff should contact Bree Bullingham, Associate Vice President for Human Resources.