We encourage you to speak with your supervisor, keeping in mind the eligibility criteria established by Remote Work Arrangements Policy EP-20-6 and the information in the above answers. Please recognize that your supervisor may not be able to answer all of your questions immediately.
What are UCF’s plans for the Summer B and fall terms?
On June 23, UCF will begin operating more closely aligned with the way we did before the pandemic. This date is a few days before the upcoming Summer B academic term, when we are expanding our classroom capacities leading up to a return to full on-campus class schedules in the fall. It is critical for our students that we are prepared to welcome them back, as we know our campus vibrancy benefits their success.
Who is required to return to the office June 23?
All employees are expected to return to their pre-COVID schedules and their on-campus workspace by June 23, or by that date have in place an approved alternative work arrangement that follows UCF’s Remote Work Arrangements policy. Employees and supervisors should begin to discuss the return to campus as soon as possible.
Instructors, lecturers, assistant and associate professors and professors will return to pre-COVID schedules beginning in Summer B if they are teaching a face-to-face course during that term or August 8 if they are teaching in the fall.
What is remote work?
Remote work is an arrangement in which some work is performed from home or another approved off-site location with the university’s approval. In general, regular office hours are worked and deviations from that schedule require supervisor approval.
When is remote working an option for employees at UCF?
Remote working is an option for employees when working arrangements benefit both the organization and employees, are in line with UCF’s mission and guiding principles, resources can accommodate the requests and supervisory discretion allows for the employees to work from a remote workspace.
Who can work remotely at UCF?
Eligibility to work remotely is determined based on job duties and essential functions of the job, satisfactory performance, and time with the university. Some positions require the employee to physically be on campus to perform essential job duties and to maintain continuity of operations, and therefore, may not be eligible for remote work. For more information and a list of roles that may not be eligible, see the “Eligibility” section in the Remote Working Arrangements Policy EP-20-6. In addition, departments’ need to be sufficiently staffed, including at the on-campus work location, to deliver high-quality services to students, faculty and staff; this will in many cases limit the number of employees who can work remotely, even if their job duties can otherwise be performed remotely. Approval of a remote work arrangement is a privilege, and employees are not guaranteed the opportunity to work remotely.
Why can’t some employees work remotely?
Employees in positions needing in-person contact/customer service or that rely on specific equipment or supplies are likely to be required to work on site. Similarly, management and/or supervisory roles may be excluded from consideration for remote working arrangements unless a department finds such an arrangement practical in meeting job responsibilities.
Not all employees will have the opportunity to work remotely given their roles and responsibilities, including the need for on-campus, in-person interactions. Working at a remote workspace instead of the normal campus workplace may be offered to employees as an alternative when such requests meet the eligibility criteria established by Remote Work Arrangements Policy EP-20-6. Criteria include that the position’s duties can be performed at an alternative site, the employee’s performance is at a satisfactory level, the working arrangement benefits both the organization and the employee, the arrangement is in line with UCF’s mission and guiding principles, resources can accommodate the request, and supervisory discretion allows for the employee to work from a remote workspace.
How much time can an employee work remotely?
Our expectation is that remote working arrangements will be hybrid schedules, meaning hours completed at both the central workplace and the agreed upon remote workplace. Agreements should at most be two days remote, and most often only 20% of a work week. Full-time remote work will be approved only in rare situations.
How long can a remote work arrangement remain in effect?
A remote work agreement can be approved for up to a year. At that time, the agreement must be evaluated and re-approved to continue. The employee or department may, at its discretion, implement, continue, discontinue or modify remote work arrangements at any time. The employee should be given notice two weeks prior to changing or discontinuing a remote work agreement, but an employee can agree to less notice. Further, where a department establishes a rotating remote work schedule involving multiple employees, regular rotations under that schedule will suffice to provide notice to the employee of changes to the remote work arrangement. Changes or discontinuation of the remote work arrangement must also be submitted to Human Resources.
Who can approve remote working arrangements?
The decision to allow limited or hybrid remote work arrangements lies with the dean, director or department head or designee. Requests for more than 2 days remote or for any period of out-of-state work also must be approved by the provost or appropriate vice president.