Workplace Decisions Guidance for Supervisors
How to make decisions in a new business environment.
As we begin to transition back to campus this summer, we encourage you to reflect on how this will look in your area. As we adjust to on-campus work, employees may still have concerns and questions.
We encourage you as leaders to be compassionate, flexible, and responsive to individual requests.
Please contact your HR Organizational Consultant with questions.
Announcement April 21, 2021
Please view President Robbins' April 21 email. View the follow-up announcement from senior leaders.
Starting May 17, units that are not already engaged in on-campus work may begin to transition back if they are able to meet the University’s safety protocols.
Vaccine Expectations
Whether or not employees are fully vaccinated, the University continues to expect remote work where feasible through at least the end of the spring semester. Supervisors should not ask about employees’ vaccination status, and vaccination status should not be used to dictate their work location or change existing remote work agreements. All on-site safety protocols remain in effect.
Mandatory Testing (Spring 2021)
Employees who perform certain on-site job duties are required to test weekly and report through Wildcat WellCheck, unless they receive a full dose of vaccination and request exemption.
Employee Vaccine Guidance FAQ
At this time, the University is not requiring that employees get vaccinated, and it is not expecting a change to existing work arrangements. However, the University strongly encourages vaccinations as a matter of public health.
Decision Tools
Guidance and processes to help you make workplace location decisions. More resources coming soon.
Workplace Location Decision Tree - PDF
Use this Decision Tree visual and guidelines to help evaluate requests for flexible work arrangements.
View the Decision Tree in PDF
Workplace Location Decision Tree - Accessible Word
This MS Word file version of the Decision Tree may be more accessible for screen readers.
View the Decision Tree in MS Word
Preparing for Return to Campus
The University is encouraging employees and supervisors to have individual discussions about the need and ability to return to workspaces. Employees should be fully informed about, and engaged in, that process. Please advise your employees to consider the following.
Self assessment
In preparation for the transition back to campus, we encourage employees to:
- Evaluate personal risk
Begin to think about you and your family's risk tolerance and the impact in the event you were to contract coronavirus.
- Review CDC guidelines
Carefully review the guidelines provided by the Centers for Disease Control. In addition, review specific information about the disproportionate burden of illness and death among racial and ethnic minority groups.
- Consult your PCP as needed
If you have questions about your own risk factors after reviewing the information provided by the CDC, we strongly encourage you to consult with your Primary Care Physician or a medical specialist (as appropriate).
If your employee does not wish to discuss temporary modified work conditions, they should continue to work with you as their manager/supervisor on a return-to-workspaces plan.
If employees wish to discuss temporary modified work conditions
We strongly encourage employees to have a discussion with you as their manager/supervisor about possible temporary modified work conditions and/or expectations as soon as possible.
- If, after discussing temporary modified work conditions, they have concerns based on their own disability or medical condition
They may connect with the DRC for options. The DRC may ask for medical documentation to assess reasonable accommodation. Medical information will be kept confidential. Contact the DRC at workplaceaccess@email.arizona.edu or 520-621-3268.
- If, after discussing temporary modified work conditions, they have concerns based on other risk-factors or related issues (e.g., age-related or caregiver concerns)
You or they may connect with Human Resources for support in working together. Contact Human Resources at HR-COVID19-Questions@email.arizona.edu or 520-621-3660.
Workplace Location Protocols and Directives
Employees who return to campus in any capacity must follow the UArizona policy and guidance for Safe Return to Workspaces outlined on the central Returning to Workspaces page.
In addition, as a supervisor, please familiarize yourself with our directives and protocols for different work modalities.
Positive Case Protocols On-site
Review the process for when an employee reports that they have tested positive for COVID-19, experiences symptoms of COVID-19, or have had contact with someone with COVID-19.
Face Coverings Engagement and Compliance On-site
Supervisors and employees should be familiar with the Administrative Directive on face coverings. Please be prepared to help employees who have questions, and to address noncompliance.
Remote/Flexible Work Guidelines Off-site
In recognition of the wide range of professional responsibilities and duties required of University employees, there may be circumstances in which a flexible work arrangement can be implemented.
Frequently Asked Questions
Additional questions will be posted soon
General questions
After the spring semester is over, starting May 17, 2021, units that are not already engaged in on-campus work may begin to transition back if they are able to meet the University’s safety protocols. Return of employees to campus is based on the needs, evaluations, and arrangements of each department/division/college.
Yes, the information on this page also applies to student workers, graduate students, and designated campus colleagues.
Employees working in a state or country other than Arizona must comply with all laws in that jurisdiction. Remote work outside of Arizona creates risk for the University and has additional costs. Please visit our Out-of-State & International Employment webpage for additional information. More guidance is coming soon.
Yes. As you consider flexible work arrangements, your decisions must be guided by the responsibilities of individual positions, workforce characteristics, and the needs of your unit. However, you must use a consistent and equitable process to evaluate unit needs and employee requests. Please review our decision tree (PDF) and suggested questions as a framework to ensure a consistent process.
Workstations, supplies, and equipment
Yes. To efficiently use on-campus workspace and grant flexibility requests from employees, you may require shared workspaces as a condition of a hybrid schedule. If an employee is approved to work from home two or more days a week, you may evaluate how to share previously or future assigned workstations.
Note that sharing workstation may require employees to understand and agree to additional cleaning and hygiene responsibilities.
No. Although you may approve a hybrid schedule, employees will be responsible for supplying the necessary office equipment for the second workspace. Please consider employee equipment needs and access when evaluating flexible work arrangements.
Employees who were approved to take University-issued office supplies and equipment home may keep it there if it is in line with the flexible work agreement and is not detrimental to the requirements of the position and the needs of your department/unit.
Dealing with concerns or conflict
If employees have concerns based on their own disability or medical condition, they may connect with the Disability Resource Center for options (email workplaceaccess@email.arizona.edu or call 520-621-3268). If the employee is not willing to return to campus for other reasons, contact your HR Organizational Consultant to discuss.
Supervisors may reevaluate, reassess, or modify flexible work arrangements to meet operational needs. Any modification should be specified in writing.
A supervisor, after consulting with department leadership and the HR Consultant, may terminate a flexible work arrangement if the supervisor determines that the arrangement is no longer consistent with the department’s obligations or if the employee is not meeting performance expectations.
If a flexible work arrangement is terminated, the supervisors shall make every effort to provide the employee with at least 30 calendar days prior written notice. If the flexible work arrangement is terminated for poor performance the arrangement may be terminated immediately.
Please review the guides and template on our Remote/Flexible Work Guidelines webpage.
Do you need more assistance?
Please contact your HR Organizational Consultant with questions.