2022 IFWA FAQs


Time on-site vs. remote with illness, absence, reduced hours, etc

  1. Q: If I'm taking time off during a given week, such as vacation or incidental illness, do I need to modify my schedule so that I’m on-site for 60% of the remaining time?

A: No, your pre-arranged schedule remains the same and does not need to be modified solely due to an absence of this nature.


  1. Q: During the Summer Friday season, do I need to be on-site for 60% of the time I’m working or 60% of a 5-day work week?

A: For the special summer schedule, the maximum 40% work from home (WFH) rule will still need to be respected. If an employee works 4 days per week, the WFH percentage can be applied on a weekly, bi-weekly or monthly basis, subject to approval by your manager.

For example, an employee on a Summer Friday schedule could work 1.5 days a week remotely on a weekly basis or, on a biweekly basis, one day remotely the first week and 2 days remotely the second week.


  1. Q: I am currently on a TAWA and therefore working part-time hours. Can I also apply for IFWA? How would that work?

A: Yes, you would be eligible to apply for IFWA. It is important to note that the 40% would apply to the number of hours you are working within the TAWA agreement.

For example, if you work 3 days a week as per your TAWA, you could work 1 day per week remotely for 4 weeks, and then 2 days remotely on the fifth week.


Application/Approval process

  1. Q: What should I do if my request is declined by my manager, and it does not seem to be for operational reasons?

A: As a first step we would encourage a dialogue with your manager to clearly understand the operational demands from their perspective. If you are not in agreement with the response, we ask you to discuss it with your local HR Advisor to try to find a solution.


  1. Q: My manager and I discussed a few details after I had already submitted my IFWA form. Is there a way for me to change my request?

A: It would depend on the nature of the change to be made. If the change is relatively minor, we encourage you to manage the change without submitting a new form. If the change is significant, we advise you to submit a new form.

For example, agreeing to change remote work from one day of the week to another does not require a new submission. However, changes such as adding or stopping flextime or switching from a weekly to monthly remote schedule should be submitted online.


  1. Q: I have already filled out the old PDF form last week and provided it to my manager. Do I need to fill out this automated form through JIRA too?

A: Yes, we ask that you fill out the IFWA request form through JIRA. The form has been simplified and should only take a few minutes to complete. The data collected will help us in shaping the future stages of hybrid work at McGill.


  1. Q: Is there any timeline for submitting the FWA request?

A: Requests may be submitted at any time.



  1. Q: Are employees in their probation period eligible to apply for IFWA?

A: Yes



  1. Q: Is work equipment for remote work (e.g. laptop or monitor) covered by the employer?

A: The employee is responsible for providing computer equipment, and accessories such as headset, camera, and microphone, space, telephone, printing, networking and/or internet capabilities at his/her WFH location and will not be reimbursed by the employer for these or related expenses.


If you have questions that have not been answered here, in the other online resources, or by your manager or local HR representative, please send them to flexwork [at] mcgill.ca

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