Modern Workplace@BC

Build a robust, flexible, interactive, and collaborative student-focused environment where employees maintain student-facing and virtual experiences that support our mission, vision, and values. 

The business rationale for flexible work supports BC’s values (enhancing the student experience, expanding services, increasing student enrollment, creating greater community involvement, improving colleague engagement, and supporting employee recruitment and retention).

While long-term remote work suits only certain jobs, BC’s workplace culture will embrace intermittent flexibility that helps employees meet day-to-day student and community needs while also embracing flexibility for all.

BC may designate on-campus priority days (common work days)  where most employees are expected to work from their home campus location.

Flexible work practices will provide opportunities to improve space utilization.

The President’s Council will refine policies, principles, guidelines, and assessment methods to support flexible work consistent with the needs of the institution, as necessary. The Modern Workplace committee members include:

Modern Workplace Committee Leads:

• Aaron Maike
• Dana Clark
• Joanna Palmer
• Scott Wood

Modern Workplace Committee Members:

Designated and consistent work hours that differ from the standard start and stop times for employing units. Work may be performed on or off campus. Employees may spend a portion of their week at an off-campus location and may not have personally assigned dedicated on-campus workstations.

Job functions that can be effectively performed entirely off campus. Remote employees will not have personally assigned on-campus workstations.

Job functions performed in a condensed work week.

First and foremost, flexible work schedules are modified standard work hours. Most jobs at BC require on-campus work. Available work arrangements must align with job functions and business needs.

Colleges and administrative units shall apply flexible work practices consistently.

Process for Establishing A Differentiated Work Arrangement

Differentiated work arrangements start with a conversation with one’s supervisor. An employee wishing to request a differentiated work schedule must work with their direct supervisor to determine eligibility. BC has established a Differentiated Work process.

Review Questions for Differentiated Work Arrangements

Is your position student facing?

• Is the position student-facing? Yes or No.
• Does the position provide service to student-facing colleagues? Yes or No.
• Will the position decrease on-campus student service or will allowing flexibility create a service gap on campus? Yes or No.

View the full process qualifiers and application, visit MyBaker.

Community Involvement

Baker College recognizes and encourages employees to actively engage in the community and believes that this engagement can strengthen BC’s presence within our local community. Additionally, fostering and encouraging community engagement shines a positive light on the generosity of BC faculty, staff, and their departments, it also contributes to overall workplace satisfaction while additionally enhancing the BC brand. Faculty and staff are encouraged to participate in College sponsored community engagement activities or volunteer activities. The College will offer work schedule flexibility and paid leave opportunities for specific community engagement activities.

Volunteer Opportunities

As volunteer opportunities arise, employees are expected to communicate with their supervisor regarding their interest in participating when the volunteer activity conflicts with their normally scheduled work hours. Supervisors are encouraged to utilize reasonable discretion in balancing operational needs against employee participation in these engagement activities. Baker College strives to uphold the mission, core values, and culture of the institution.