Updated Flexible Work Arrangements
Effective January 8, 2024, the definitions of flexible work arrangements at Edward Jones for Home Office associates will be transitioning to reflect our new ways of working. Please review the updated definitions below.
Candidates in the pipeline after September 27, 2023 will be required to adhere to these updated definitions (even if they applied with a different expectation or their role was marked differently).
Onsite
Onsite associates are expected to work in a home office location five days a week. There are various roles that require an associate to be on premise to perform the work.
Hybrid
Hybrid associates are expected to work in an Edward Jones Home Office location three days a week (and work remotely any workday not in the office). As a firm, we give preference to being in the office on Tuesdays, Wednesdays and Thursdays, but Hybrid associates should work with their leaders to determine their specific schedule.
All associates who live within a commutable distance from an Edward Jones Headquarters campus are required to work as hybrid starting January 8, 2024. Those who may need an accommodation for health or religious reasons may contact our Associate Relations Team. All associates who were classified as HBA (Home-Based Associate) before April 2020 are considered exempt and may continue their current role as “remote” if they choose, but that classification is not guaranteed when applying to new opportunities at Edward Jones.
Additionally, any current or future roles marked as “remote” will only be available as “remote” to those who live outside of the commutable distance from an Edward Jones Headquarters campus. These ZIP and postal codes have been identified as being within a commutable distance:
- St. Louis (view ZIP codes PDF)
- Tempe (view ZIP codes PDF)
- Mississauga (view postal codes PDF)
Remote (referred to internally as “Home-Based Associates”)
Remote associates are expected to work remotely five days a week. Many remote associates will be expected to join certain meetings or events in person, typically up to three times per year, and will work with their leader to identify those needs.
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At Edward Jones, we are building a place where everyone feels like they belong. Our human-centered culture calls upon us all to treat every individual with dignity and respect while celebrating what makes us unique, which we show as an equal opportunity employer committed to diversity, equity, and inclusion. Edward Jones does not discriminate on the basis of race, color, sex (including sexual orientation, gender identity and pregnancy), religion, national origin, age, disability, veteran status, genetic information, citizenship status or any other basis prohibited by applicable federal, state, provincial, or local law in employment decisions such as hiring, compensation, benefits, transfers, promotions, leaves, training, performance expectations, development opportunities, and corrective action. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with applicable federal, state, or local law, including but not limited to the St. Louis “Ban the Box” law, the San Francisco Fair Chance Ordinance, the Los Angeles Fair Chance Initiative for Hiring and the New York City Fair Chance Act.
Edward Jones is committed to providing accessible employment and developing an inclusive culture. Should you require accommodation at any time in the application for employment or during your employment, please contact us at recruiting-accommodations@edwardjones.com.