Remote, Hybrid & Flexible Work

47G’s standard practice is in-person work. The organization is built around convening relationships, executing events, and maintaining close in-person collaboration with members, partners, and government stakeholders, and most roles are expected to operate from the 47G office, member and partner locations, or other approved business destinations.

On a case-by-case basis, 47G may approve a remote, hybrid, or flexible arrangement for a specific individual when the role, responsibilities, team needs, confidentiality requirements, and mission priorities support it. This is an individually granted exception, not a standard benefit available to any employee who requests it — eligibility depends on the role, business needs, leadership judgment, and the individual’s demonstrated ability to perform at a high standard without reducing communication, responsiveness, or trust. Some roles are not suited to remote or hybrid work regardless of individual performance, due to event, partner, board, member-service, or facility demands.

Approval for one employee does not guarantee approval for another employee, or for the same employee in a different role or at a different time. A remote or hybrid arrangement does not change the employee’s duties, performance expectations, confidentiality obligations, or at-will employment status; see Section 9.5 for how and when an arrangement can be changed or ended.

Employees who wish to be considered for a remote, hybrid, or flexible arrangement must request approval from their supervisor or authorized leadership before beginning it. A request should include the proposed schedule, work location, availability expectations, communication plan, equipment needs, security considerations, and how the employee will maintain productivity and team alignment.

47G may approve a remote, hybrid, or flexible arrangement on a trial basis, during which the employee’s supervisor evaluates work quality, deadlines, meeting participation, availability, collaboration, and overall alignment with role expectations. A trial period does not guarantee long-term approval.

Employees working remotely or on a hybrid schedule must remain available during approved working hours.

Availability means employees are reachable, responsive, prepared for meetings, and able to perform assigned work without unnecessary delay. Employees must be accessible through approved communication channels, including email, phone, video conferencing, calendar systems, and any internal platforms used by 47G.

Remote work is not a substitute for dependent care, personal errands, outside employment, or other obligations that interfere with work. Employees are responsible for maintaining a work environment that allows them to perform their duties with focus and professionalism.

Clear communication is essential in any remote or hybrid arrangement.

Employees must communicate proactively with supervisors, coworkers, partners, and other stakeholders. This includes confirming priorities, raising obstacles early, updating project status, responding within expected timeframes, and ensuring that relevant information is available to the team.

Employees should use professional judgment when choosing communication methods. Some issues may be handled by email or message. Others require a call, video meeting, or direct conversation.

Remote work should not create distance from the mission or the team. Employees are expected to stay connected, aligned, and accountable.

Remote and hybrid employees are expected to meet the same performance standards as employees working in the office.

Productivity is measured by results, quality of work, reliability, communication, responsiveness, deadline management, and contribution to the organization’s priorities. Employees must maintain focus, manage time effectively, and complete work with the same level of discipline expected in any 47G work setting.

Supervisors may establish specific productivity expectations, deliverables, reporting rhythms, check-ins, or performance measures for remote or hybrid employees.

If performance concerns arise, 47G may modify or revoke the remote or hybrid arrangement and may take corrective action when appropriate.

Employees working remotely or on a hybrid schedule are expected to attend required meetings, calls, events, trainings, and check-ins.

Employees should be prepared, punctual, engaged, and professionally present during virtual meetings. Cameras may be required when appropriate for collaboration, relationship-building, or public-facing engagement.

Employees may be required to attend in-person meetings, events, planning sessions, board meetings, member engagements, conferences, public-sector meetings, or other work activities when directed by 47G.

A remote or hybrid arrangement does not eliminate the employee’s responsibility to be physically present when the mission requires it.

Employees must respond to work communications within timeframes appropriate to their role, schedule, and business needs.

Supervisors may establish response-time expectations for email, phone calls, internal messages, calendar invitations, partner requests, or urgent matters.

Employees who will be unavailable during working hours must notify their supervisor in advance when possible. Employees should keep calendars current and use out-of-office messages when appropriate.

Responsiveness is a core part of trust. Employees should not allow remote or hybrid work to create uncertainty for coworkers, leaders, members, or partners.

47G may provide equipment necessary for approved remote or hybrid work, depending on the employee’s role and business needs.

Company-provided equipment may include a laptop, monitor, keyboard, mouse, phone, headset, software access, security tools, or other approved resources.

Employees are responsible for protecting company equipment from damage, theft, loss, unauthorized access, and misuse. Employees must use company equipment primarily for authorized business purposes and in accordance with 47G policies.

Company equipment remains the property of 47G and must be returned when requested or upon separation from employment.

47G may provide reimbursement or stipends for internet, phone, or other remote work expenses when approved by policy or authorized leadership.

Reimbursement is not guaranteed unless required by law or expressly approved in writing. Employees must submit required documentation and follow 47G’s expense reimbursement procedures.

Employees are responsible for maintaining reliable internet and phone access sufficient to perform their duties unless 47G has agreed otherwise in writing.

Employees must use company property responsibly and only for legitimate business purposes unless incidental personal use is permitted by policy.

Company property includes equipment, software, accounts, documents, files, data, credit cards, communication tools, access credentials, confidential information, and work product.

Employees may not allow family members, friends, roommates, contractors, or other unauthorized individuals to use company equipment, access company systems, view company documents, or handle company information.

Misuse of company property may result in revocation of remote work privileges, corrective action, or termination of employment.

47G’s confidentiality policy (Section 5.3) applies fully to remote and hybrid work — remote work expands the workspace, it does not lower the standard. Employees working outside the office must not discuss confidential matters where they could be overheard, and must not leave confidential materials visible or unsecured.

Employees must use secure internet connections when performing 47G work.

Employees should avoid public or unsecured Wi-Fi when accessing confidential information, company systems, email, cloud storage, financial records, personnel information, or sensitive partner materials. When use of public Wi-Fi is unavoidable, employees must use any security tools required by 47G, such as a virtual private network, secure hotspot, or other approved method.

Employees must not share passwords, disable security settings, bypass access controls, or connect company equipment to unsafe networks.

Suspicious activity, unauthorized access, or potential data exposure must be reported promptly.

Employees working remotely must maintain a workspace that supports productivity, professionalism, confidentiality, and security.

A private workspace should allow the employee to conduct calls, attend meetings, handle documents, and perform work without avoidable interruptions or unauthorized access.

Employees should use headphones or other privacy measures when discussing confidential matters. Screens should be positioned to prevent unauthorized viewing. Physical documents should be secured when not in use.

Employees are expected to maintain a work environment that reflects the seriousness of 47G’s mission and the trust placed in the organization by its members, partners, and public-sector relationships.

Employees must store 47G documents, data, and work product only in approved systems and locations.

Employees should not store company documents on personal devices, personal cloud accounts, external drives, unauthorized applications, or unapproved platforms unless expressly authorized.

Physical documents containing confidential or sensitive information must be secured when not in use and disposed of through approved shredding or destruction methods.

Employees must return, transfer, or delete company documents when directed by 47G, subject to legal preservation requirements and organizational record-retention policies.

47G may modify, suspend, or revoke remote, hybrid, or flexible work arrangements at any time.

Changes may be based on organizational needs, role requirements, performance concerns, communication issues, team coordination, confidentiality risks, event schedules, funding requirements, partner obligations, technology limitations, or leadership judgment.

When practical, 47G will provide advance notice of changes. However, operational needs may require immediate adjustment.

Approval of remote or hybrid work for one employee does not guarantee approval for another employee or for the same employee in the future.

Remote, hybrid, and flexible work arrangements depend on trust, execution, and alignment with business needs.

47G may require an employee to return to the office or adjust their schedule when performance, responsiveness, collaboration, availability, confidentiality, security, or operational needs are not being met.

Employees are expected to receive such direction professionally and comply with schedule or location changes as instructed.

Remote work is a method of work, not a separate employment status. The mission remains the same: clear execution, trusted relationships, and disciplined contribution to 47G’s trajectory.