Johnny C. Taylor Jr. responds to your HR inquiries as part of a series for YSL News. Taylor serves as president and CEO of the Society for Human Resource Management, the largest HR professional organization globally, and authored “Reset: A Leader’s Guide to Work in an Age of Upheaval.”

Question: I’ve been offered two part-time positions in my company, each in different departments and budgets. Is it permissible for a full-time employee to hold two distinct roles for the same employer? Is this a common occurrence? – Terrion

Answer: Though not the usual situation, it is indeed possible for a full-time employee to take on different roles within the same organization. Receiving such an offer suggests that your employer recognizes your abilities, worth, and potential. The company likely sees you as a suitable candidate for multiple positions and wants to fully capitalize on your talents. While this may not be the standard offer, it is definitely an option worth exploring.

Before you agree to this arrangement, make sure to clarify a few important details with the hiring managers:

1. Working hours and responsibilities. Clearly understand what is expected in managing both roles. Will there be guidelines to ensure focus on one job at a time?
2. Eligibility for benefits. Typically, part-time staff are not eligible for benefits, except those mandated by law. However, your eligibility may vary if you take on two part-time positions within the same company. Ensure you grasp the benefits you qualify for and which ones are most vital to you.
3. Time off procedures. Clarify how leave will be managed. Will you need approval from both departments or just one? Understanding the proper process can help prevent misunderstandings later.
4. Overtime considerations and classification. According to the Fair Labor Standards Act, it is legal to hold various roles with the same employer, but you must maintain a single classification—either exempt or nonexempt. If you fall under the nonexempt category, typically, you earn overtime for hours exceeding 40 per week. Discuss how overtime will be monitored and approved for both positions.

Just bear in mind that your potential employer might not have all the answers initially. Some aspects may require time to resolve, especially regarding processes like time-off requests. There may be some trial and error involved to establish the right balance. However, if the role feels suitable and aligns with your career ambitions, I suggest you remain open-minded and find a way to make it work. Effective communication will be key moving forward, and a solid understanding of the rules will help pave the way for your success.

I’m relocating out of state later this year. I’m open to continuing my position remotely, but my employer’s attitude toward remote work varies, sometimes encouraging it and at other times discouraging it. How can I approach my employer to discuss transitioning to a remote role? – Ennisa

Many employers embraced remote work during the pandemic, but some are now shifting back to in-person operations, making it crucial to handle this discussion carefully with your employer. Check if your company has a remote work policy. Some organizations permit remote work only from specific locations, primarily due to the intricacies of employment laws and tax compliance, which often depend on where you work, not the company’s home base.

If there is no remote work policy, consider these steps to build a strong case for your request:

1. Research. Collect examples of other employees (if any) who work remotely and how their arrangements operate. Review your job role and determine which tasks can be easily done remotely and which ones might pose challenges. Plan how to approach those difficult tasks remotely.
2. Draft a proposal. Detail why you would thrive as a remote employee. Describe how you will maintain productivity by ensuring clear communication with your supervisor and teammates.
3. Support with research. Use current data to bolster your argument. For instance, 48% of workers surveyed expressed intentions of seeking a remote job for their next employment opportunity. This statistic highlights the growing trend for remote work options and can be a persuasive element in your discussions.
4. Communicate the advantages. Share how remote work would benefit both you and your employer. For your employer, this may include saving on office space, improving employee attraction and retention, and fostering increased productivity and reducing environmental impact. For you, perks might involve eliminating commuting time, better work/life harmony, and enhanced focus.

Once you have prepared, arrange a meeting with your supervisor or HR. Present your proposal thoughtfully and professionally, expressing your eagerness to remain with your current role and the company. Articulate your confidence in managing the transition to remote work smoothly. By taking these steps, you will be better positioned to have a constructive dialogue with your employer about the possibility of remote work.

Keep in mind that many companies aim to provide flexibility for their employees while also appreciating the advantages of face-to-face teamwork. Before you make any requests, ensure you clearly understand your employer’s viewpoint. Wishing you the best of luck!