As we continue to adjust to new business and working environments, you may be managing direct reports with different location and schedule needs. We encourage you, as leaders, to reflect on how this will look in your area, and to be compassionate, flexible, and responsive to individual requests.
Please contact your Sr. HR Partner with questions.
Guidance and processes to help you make workplace location decisions.
Workplace Location and Flexibility Guidelines
Please familiarize yourself with our guidelines for different work modalities.
Flexible Work Guidelines and Resources
Embracing evolving workforce trends positions the University of Arizona as a great place to work. Use this page to support flexibility while ensuring we successfully pursue our educational mission.
COVID-19 Health and Safety
For on-site work, please share your unit's expectations with employees, and work to understand and anticipate employee questions. In your conversations with employees, please share the COVID-19 Guidance for Employees as needed, including the content in the "Working on Campus" section.
Help Answering 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.
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.
Protocols and Guidelines
Face Coverings Engagement and Compliance
Based on current public health conditions and aligned with CDC guidance, masks are recommended, but not required, in most indoor spaces including classrooms.
Frequently Asked Questions
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.
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 off-site 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 firstname.lastname@example.org or call 520-621-3268). If the employee is not willing to return to campus for other reasons, contact your Sr. HR Partner 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 their Sr. HR Partner, 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 and Resources page.