Remote and Flexible Work

Remote and flexible work have long been part of our JPL workforce – not only for local employees, but also employees fully out-of-state. Even for those “fully on lab”, many of us spend much of our time working with other team members and external partners who are not co-located.

Of course, in March 2020 the JPL work environment dramatically changed when nearly all employees were required to transition to fully remote work. During this difficult time, we learned and adapted to new ways of collaborating and networking and for some it became a new boon of productivity and an opportunity for an improved work / life balance.

Remote work benefits include reducing commuting time and costs, ability to reside further away from JPL’s notoriously difficult housing market, improved worker accessibility, productivity, morale, and retention. Flexible work schedules not only enable supporting shift work and as-needed off-hours JPL support, but also work / life balance needs including child drop-off / pick-up needs, adult care support, recurrent appointments, and even worker productivity peaks.

Despite the proven performance and benefits of remote workers, JPL abruptly and unilaterally decided to require all employees to cease remote work and return fully to lab, with no opportunities for input from affected employees or projects. This dramatic policy shift came only months after the devastating wildfire which not only ravaged the lives of so many of our fellow workers for years to come, but also exacerbated the local housing situation. Additionally, uncertainties about funding mean that JPL is asking fully-remote employees to uproot their lives and return to an area with difficult housing options at a time when ongoing employment is far from guaranteed.

By forming a union, we can bargain for protections for remote and flexible work as well as enshrine career development opportunities regardless of remote work status. At the University of Washington, UAW 4121 Research Scientists and Engineers guaranteed the right to telework agreements in their union contract. In summer 2025, the California Association of Professional Scientists (CAPS UAW 1115), along with other unions, fought back against the California state administration’s order for a 4-day a week return to office, which led to the order being suspended, maintaining strong telework rights in their contract.

Through collective bargaining, we can demonstrate that flexible work schedules and remote work options are not perks, but a key component in building a strong and successful JPL for all.