Merck's Office of Diversity and Work Life is responsible for Merck's flexible work arrangements policy, which was implemented in the United States more than 10 years ago as a business tool to create a work environment in which employees could simultaneously achieve their business objectives and maintain work-life effectiveness. In 2008, Merck implemented the expansion of a global Flexible Work Arrangements policy and tools and increased access worldwide.

Flexibility at Merck is not a "benefit" for employees with certain family or personal situations, but rather represents a different and better way of working. All regular full- or part-time employees are eligible to apply for a flexible work arrangement, which include part-time work, job sharing, flextime, compressed work week, telecommuting and remote working, in accordance with all applicable laws, rules and regulations.

Arrangements are designed to address employee needs and to meet business requirements. Employees and managers work together to assess the opportunities and challenges of a proposed arrangement. While the overall process should be collaborative, managers are accountable for making the final decision in light of business impacts. Decisions about flexible work arrangements are made in the overall interest of both Merck and the employee, while recognizing that some positions may not lend themselves to a flexible work arrangement.

In developing our global flexible work arrangement policy, Merck is challenging traditional assumptions about where and how work can and must get done. Flexibility reinforces the philosophy that job effectiveness is determined by employee performance and results, not the number of hours one is seen in the office. Merck is results-oriented and interested in working in the most efficient fashion. "What" is produced or accomplished is more important than "when" or "where" work is done.