Staff Council's Response to Change in Flexible Work Posture

A Word From Our Outgoing Chair

Fellow Staff, 

Your voices have been heard, and we will continue to listen. Thank you all for your openness and honesty in sharing your perspectives. 

Since the June 11th announcement regarding the upcoming changes to the FWA guidelines, I, along with the majority of your Staff Council representatives, have been listening to feedback from staff and supervisors across the university. Much of this feedback expressed significant concern and frustration.

I have already communicated the general dissatisfaction with this decision, including unfiltered feedback (shared anonymously), to Associate Vice President and Chief Human Resources Officer, Kelli Shuman. However, Staff Council’s role extends beyond funneling your feedback to leadership. We are committed to taking meaningful steps to address your feedback. Specifically, I would like to acknowledge three major themes that developed over the last week and let you know how we are working to address them.

First, both during the initial survey period and following the announcement, many expressed concern about the limited timeframe provided to share their input. Please note, however, that over 2,000 responses were gathered by HR and shared with leadership. To keep the conversation going, starting with the July edition of The Staff Voice and continuing monthly, we will dedicate a section for anonymous feedback on the new standard 4:1 posture and other relevant topics. This feedback will be collected via a Google Form linked to a non-CMU Gmail account to ensure confidentiality and will be used to advocate for staff.

Second, many of you raised concerns about whether the administration will follow through on the flexible work options mentioned in the announcement, such as flexible work periods, compressed workweeks, and seasonal flexibility. In my experience as both Vice Chair and Chair, Kelli and the administration have been strong partners. That said, to ensure transparency and accountability, I have formally requested that Staff Council have a seat at the table in these ongoing discussions 

Third, we heard from multiple staff with aftercare and eldercare needs who are anxious about how to navigate these challenges once the four-day in-office expectations begin on January 4, 2027. I have raised this concern directly with Kelli, and I know the university provides resources to help staff navigate these personal demands, including the Cyert Center for Early Education, CareBenefits (and family care concierge), and the Employee Assistance Program. Also, the FWA framework allows supervisors situational flexibility. While this is not meant to circumvent the updated posture, supervisors can offer additional flexibility with unexpected challenges consistent with the Flexible Work Arrangement Guidelines. If these challenges impact your family and your supervisor is unwilling to be flexible, you can always reach out to Staff Council’s Staff Support and Guidance Committee (SSGC), your HR business partner or the Staff Ombudsperson, Jennifer Pablonis. 

As I conclude my term as Chair at the end of this month, please know that Staff Council remains committed to advocating for you and ensuring your voices continue to inform these discussions and other important decisions happening across campus. We will keep you updated as conversations progress and encourage you to continue sharing your feedback.

Ryan Freytag

Chair, Staff Council 2025–26