Remote Work Policy at Jefferson Lab

 

Our response to the COVID-19 pandemic confirmed that many, but not all, Jefferson Lab employees can collaborate effectively and be productive while working remotely. We are fortunate to have a skilled workforce that is proficient using technology and internet-enabled tools to make it possible for us to work together without physically being together. Informed by this experience, we will now take the next steps to formalize our Remote Work Policy and make this an enduring aspect of the Jefferson Lab workplace for qualified employees.
 
Our Remote Work Policy has been approved by the Director’s Council and takes effect today. This policy relies heavily on the experiences of the other DOE labs and leading technology organizations with remote work, and is tailored to the unique needs of the Jefferson Lab mission and requirements of our contract with the Department of Energy. I encourage all employees to read the policy and refer to the attached FAQs. E-Learning, as well as facilitator-led training, will be offered in the next month to assist staff with this workplace transition.
 
Between now and May 2, 2022, supervisors will identify the permissible Work Location Type for each position at Jefferson Lab aligned with guidance in our Remote Work Policy. As supervisors identify Work Location Type, they will inform each employee and then employees will have an opportunity to prepare and submit a Remote Work Agreement for approval by their supervisor. Once the employee and supervisor agree on an acceptable Remote Work Schedule, the Remote Work Agreement will be signed and become part of the employee’s HR record.
 
Our goal is to have all Remote Work Agreements signed and in effect no later than June 1. For some teams, this policy will formalize the way we have been working since the pandemic began. For others, supervisors will consider the long-term needs for support of on-site operations and on-site presence required to ensure team coordination and delivery of our mission. You will also now see Work Location Type identified in vacancy announcements for new positions, so that candidates for jobs here at Jefferson Lab will know in advance to what degree the position is eligible for a Remote Work Schedule.
 
We also recognize there are certain positions at Jefferson Lab that can only be performed on-site and employees in these positions are not eligible for a Remote Work Schedule. This is an unavoidable reality in organizations that operate, maintain, or develop physical systems. Employees in these positions are no less valued than those employees that are authorized Remote Work Schedules and we have incorporated into our Remote Work Policy requirements that those working remotely will be readily available to engage with and assist the on-site team – including being present at the Lab when required -- so we can achieve a high operations tempo.
 
While we have put a great deal of effort into crafting a Remote Work Policy that reflects what we consider to be the best practices of other DOE labs and leading technology organizations, we recognize that many organizations are still learning and adapting to remote work. As a learning organization, we anticipate that our policy will evolve and be refined as we gain further experience with these work styles. To this end we encourage feedback from all employees on how to improve our policy while ensuring we maintain an active, collaborative, and engaged workforce that gives our employees flexibility to optimize their work-life balance. If we get this right, Jefferson Lab will be a more attractive employer and a more productive engine of discovery.
 
Thank you for all that you do,
Stuart