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Some of us are more productive at home, and as the article notes, not commuting is a huge gift. In our college, we have been even more productive and our one on one advising with students has been more effective via zoom. As a mother with a young child, this would change my quality of life completely. In order to stay competitive with other employers, and retain top talent, I believe they will have to allow more flexibility.

The only question I have is- why are there not more Staff represented on the committee deciding this? Who are the staff members? Are you referring to the assoc. Diane Baldwin, associate vice president, Sponsored Programs 2. Ira Lazic, associate dean for administration and finance, School of Public Health 3. Silifa Wallace, associate vice president, internal audit 6. The faculty members are: 1. Hee-Young Park, associate dean, faculty affairs, professor and chair, department of medical sciences and education, School of Medicine, Faculty Council representative 6.

Elise Morgan, Maysarah K. Sukkar Professor of Engineering, director, Center for Multiscale and Translational Mechanobiology, associate dean for research and faculty development, College of Engineering. I do agree that going at least another layer or two down the org structure would be a better idea than only having such high level representation.

I do think it is important to be physically present, so I hope remote work does not become the norm for staff. Historically, there has been a lot of rigidity in this regard … I hope has put an end to that. Why are there no BU staff on this committee that will be determining policy for staff moving forward?

As a long-time employee, I really do hope they offer more flexibility. This is long overdue. The stress of the commute into the city not only took more than an hour each way added to an already long day away from family. My family states I am less stressed than the last many years of commuting. I also feel that with less interruptions I remain more focused and more productive on the days I work remotely. As a mother and staff member, i have found working from home a lot more productive , i am able to focus more on the tasks of the day with less distractions and find i have gotten much more done.

My stress levels are extremely lower due to being home and not in traffic or worried if the T will be on time.

I really hope BU allows us this opportunity. This is a really a no-brainer in my opinion. Every position is different, and every employee has different preferences. If possible and desired, let staff work from home. Whether its 1, 3, or 5 days a week, whatever makes the most sense for that position. When they need to come in, they can come in. It really seems like something that should be decided on between the employee and their supervisor because they know what makes the most sense for them.

People will be happier, traffic will be reduced, fewer commutes, office space will be freed up. For some, it can be even seen as a benefit when recruiting new employees. I see no drawbacks to allowing a more flexible approach, especially now that we have seen how well it can work and we have the infrastructure in place to make it feasible.

Like many others — my commute is over an hour both ways and the ability to work remotely this past year has given me a small relief in an otherwise hectic world. My quality of work has not suffered in the least while doing work from home and so if people at the levels making these decisions are actually reading these comments — please know that a gesture like this would not go unnoticed. BU is supposed to be an innovative University. Instead of sitting back and watching other industries or schools let their staff work remotely more often — get ahead of it and BE an innovator in the Higher Education community.

This is a huge factor that I saw no mention of in this article. WFH is such an easy way to help sustainability efforts though! I also like how this article attempts multiple times to spin it to show the negative side of working from home. Quit it with trying to pre-set the narrative and give workers the flexibility they all want.

Give unit areas the autonomy to decide what is best for the area they serve and be as progressive as you claim to be. Thanks for your comment John. But as the author of the article, I have to challenge your claim that it was spun to show only the negative side. Not one side. Actually I granted that — of course — under circumstances of a legitimate lockdown conditions we figure to not be existing under during fall and beyond there are negatives to FORCED isolation, but bringing those up only serves to detract from the point that a true temperature reading of the staff would overwhelmingly support maximum flexibility in remote work options.

Citing examples of negative outcomes of government mandated lockdowns is a red herring. We understand that BU Today is University sponsored propaganda, so it can only be assumed that inclusion of non-pertinent items such as these are meant to attempt to shape the conversation to benefit the desired narratives of your superiors.

Heads of some very large departments at BU are already working against this. They seem to feel that having their entire staff always on campus will prove their own dedication. I foresee resentment and friction. This will certainly create two classes of staff. Staff who have no choice but to work on campus because they are student-facing or essential e. I agree with Student Affairs, Facilities and BUPD staff taking the brunt of the work when trying to support and retain students living on-campus.

These staff members like their jobs and working with students, but heaping on more work because other staff members are not also on-campus has to be considered as well. So yes, it is important to have actual hourly and salaried staff members represented on this committee so a balanced response can be made for all. There are also costs to working from home, however.

Heating and electricity costs have risen as more people are in their homes all day, and working from home requires consistent high-speed internet in many cases.

True, but I also pay for heat and high speed internet at home despite working on campus daily since August. A great way to recruit and retain employees with children moving forward would be to make the university childcare free or significantly discounted for employees much like a lot of companies do with in-house childcare.

A lot of folks are typically essentially just working to pay these costs with very little left over for basic needs like rent and bills or emergencies. As a staff member I love having the option and flexibility to work from home and not having to worry about the additional stress and costs incurred just from going to campus.

Managers and deans, as best as they like to think their relationships with their subordinates are, cannot actually understand what is going on with their staff and the disproportionate work experiences lived.

Progressive thinking in this arena is long overdue, and if one good thing comes out of it will be the knowledge that the workplace can achieve a healthier work-life balance for those that seek it, without losing productivity.