On May 15, University Policy 101.22, Flexible Work Arrangements for SHRA and EHRA Non-Faculty Employees, was revised as a response to one of the primary recommendations of the Post-Pandemic Workforce Task Force report. The revisions are intended to be clearer about University expectations regarding telework and remote work. The revisions include defining the terms "flexible work arrangements," “flexible schedule,” “telework” and “remote work” and describing the parameters for each, as well as moving the more procedural provisions into supplemental procedures rather than keeping them in the policy itself.
Supplemental procedures include a detailed explanation of the process for how employees, managers and divisional leadership can propose flexible work arrangements and the process by which these arrangements are approved. In addition, the procedures clarify how out-of-state telework or remote work arrangements must be handled and processed.
Telework Guidance for Supervisors includes guidance to supervisors and managers for evaluating when telework arrangements meet reasonable business purposes, which types of positions are appropriate for teleworking arrangements, which types of positions are not suited for teleworking arrangements and additional factors to consider before approving teleworking arrangements. The Telework Guidance also provides information on training and resources for supervisors and employees to support teleworking success once a teleworking arrangement has been approved.
The Remote Work/Telework Agreement and Telework and Remote Work Workspace Self-Certification Checklist have been updated to reflect the parameters and terms of the revised policy and supplemental procedures.