Flex Work Arrangement Guidelines

Compass desires to accommodate flexible work arrangements (FWAs) to support our employees personal needs while balancing the needs and success of the business. A FWA is one (1) or a combination of multiple time and location-flexible options initiated by employees and approved by managers to meet business commitments while supporting employee personal life needs. These arrangements require employee commitment to business objectives as well as manager flexibility in considering business-acceptable solutions to work/life needs.

Definitions of Employee FWA Options:

• Flextime hours allow employees to shift or change their starting and ending times while still working a standard length workday. It requires working within specified core hours as defined by business needs (meetings, department events, and training are examples of activities that are typically set during core hours). It can be temporary or ongoing and can be combined with other flexible options.
• In a part-time FWA, employees reduce their workload and, consequently, their hours decrease to fewer than the standard workweek requirements with a corresponding adjustment in pay and benefits. Pay would be prorated for the reduced hours worked.
• A compressed workweek is a variation on the standard workweek, when employees work the standard number of hours in fewer days. For example, work may be performed in fewer but longer days or done over a period of two weeks.
• Telecommuting is a work arrangement where employees, for a portion of their arranged work hours, perform their regular responsibilities away from their primary business location. The remote location is either the employee¹s residence or an approved remote office location.
• In a remote work arrangement, employees perform full-time work responsibilities exclusively from a location outside their primary work site  usually their home or a satellite office.
• Job sharing is an arrangement whereby two (2) part-time employees share the duties and responsibilities of one (1) full-time position. Pay is prorated. Two (2) part-time people equal one (1) full-time employee for staffing purposes.

Application

Employees are required to formally apply for a FWA. A FWA can be a short-term need or can exist for an extended period of time pending semi-annual reapplication and manager and People & Culture written approval. This helps establish documented expectations that can be tracked and re-evaluated on a regular basis. When there is a change in management, it provides the new manager the necessary details to assess FWAs with their employees. FWAs can be applied for at any time throughout the year. Please understand that a change in role automatically cancels an approved FWA and a new application is required.

Decision-Making Criteria

Neither initial approval nor continuation of a FWA is a right of the employee. Consideration of a FWA is at the discretion and approval of management, with People & Culture¹s consensus, after reviewing the needs of both the business and the employee. Other factors to be considered in reviewing a FWA request include the performance record of the employee and the compatibility of such options with business needs.

Process

To begin the process, the employee must express an interest in initiating a FWA to his/her manager or People & Culture. The manager and People & Culture then assess the feasibility of the request.

Eligibility

Employees whose performance is less than satisfactory are not eligible to receive a FWA.

The final arbiter in the request process will be People & Culture, in collaboration with the manager and employee, after considering or discussing the specifics of the request with the employee. When reviewing the FWA request, consideration will be given to all business factors, including business needs and conditions, customer priorities, employee performance and job requirements.

Please note that Compass reserves the right in its sole discretion to amend or terminate the FWA program, in whole or in part, at any time, with or without notice.

Reviews

FWAs will be reviewed at least semi-annually. The manager has the right to terminate any arrangement option for performance reasons or if  in management¹s assessment  business needs are being compromised.

Responsibility For Counseling

People & Culture will provide counsel with regard to interpretation of the FWA guidelines. The Head of People & Culture, whose decision will be final, will resolve any questions about the interpretation or application of the FWA guidelines.