Human Resources

Human Resources

Human Resources

site header

Managing Remote Work Arrangements

This document provides guidance to managers on remote working arrangements and outlines the University’s current approach to employees who are unable to perform work due to COVID-19.

As the University adapts to support community efforts to limit the spread of COVID-19, we are committed to supporting the wellbeing of our campus community. The health and safety of the community remains the University’s highest priority.  The University continues to work closely with public health authorities for guidance on all decisions affecting the safety of our employees.  Links to guidance from the University, public health authorities, other government authorities, and other resources are located on the University’s website.

We understand unprecedented times like these can create stress and that changes in work routines and schedules can be challenging. We have compiled information, resources, and strategies to help employees remain connected, healthy and supported.  With the right methods and strategies, we will continue to thrive together.

The University expects as many employees as possible to continue working remotely until further notice.  Most employees can and should be working from home.

Employees expected to perform work remotely fall into two categories:

  1. Employees who are able to perform their duties remotely, provided such work continues to be required;

    These employees will continue to receive their regular pay.  The expectation is that these employees will continue to perform the full scope of their duties subject to any agreement with their manager to do otherwise.

    It may be necessary for managers and employees to agree to flexible or alternate hours of work or to assign modified or alternate work to employees working remotely.

  2. Employees who are unable to perform work remotely for any reason related to COVID-19, including, but not limited to:
     
    • The work can only be performed onsite, but the work is not essential;
    • The work is related to programs and/or services that are suspended, cancelled or otherwise changed;
    • The employee has personal responsibilities that prevent them from performing their work.

Under these circumstances Managers should consult with their Human Resources Advisor to discuss options available to best meet the ongoing needs of the department and/or faculty.

Please note that the above arrangement does not extend the natural end date of a term contract or delay the commencement of a scheduled work break under a continuing term contract. 

Managers will continue to manage absences unrelated to COVID-19 in accordance with the applicable collective agreement or University policy.