As we continue 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.
Communication With Your Employees
As we transition back to in-person operations, please share your unit's and department's expectations with employees, and work to understand and anticipate employee hesitations. In your conversations with employees, please share the COVID-19 Guidance for Employees as needed, including the content in the "Transitioning Back to Campus" section.
Please note that supervisors should not ask about employees’ vaccination status, and vaccination status should not be used to dictate their work location or change existing flexible work agreements.
Questions based on disability or medical condition
Please connect with the Disability Resource Center for options. The DRC may ask for medical documentation to assess reasonable accommodation. Employee medical information will be kept confidential.
Questions based on other risk-factors or related issues (e.g., age-related or caregiver concerns)
Please connect with Human Resources for support in working with your employee.
For all other questions, please contact your HR Organizational Consultant.
Guidance and processes to help you make workplace location decisions. More resources coming soon.
Workplace Location Protocols and Guidelines
Please familiarize yourself with our directives, protocols, and guidelines 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
The use of face coverings is strongly encouraged at all of our campuses and locations in Arizona, especially during group activities in indoor settings. Face coverings continue to be required in certain locations.
Flexible Work Guidelines Off-site On-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
We continue to migrate toward mostly in-person operations for the 2021-22 academic year. Starting May 17, 2021, units that were not already engaged in on-campus work were free to 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.
For international requests, please visit our International Employment page.
For domestic requests, please visit our Out-of-State Domestic Work Arrangement Guidelines page.
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 Flexible Work Guidelines webpage or our decision tree (PDF) for suggested questions and considerations to help ensure a consistent decision 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 a flexplace two or more days a week, you may evaluate how to share previously or future assigned workstations.
Note that sharing workstations 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.
Please use the Certification Statement For Off-Campus Location Use of Equipment (PDF) to document any University equipment taken to a building or site not owned or leased by the University.
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 email@example.com 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 Flexible Work Guidelines webpage.