Teleworking succeeds when both the employee and the university benefit
In accordance with Centers for Disease Control and Prevention social distancing guidelines designed to help limit community spread of the COVID-19 virus, the university is temporarily encouraging supervisors and employees to consider additional teleworking arrangements that are consistent with maintaining university operations.
High risk employees (e.g., older persons and those with autoimmune or other pre-existing medical conditions such as high blood pressure, heart disease, lung disease, cancer, diabetes, etc.) are especially encouraged to consider teleworking. The university is also providing increased flexibility in how teleworking may be temporarily used to help with emergency child care or care of an ill family member.
For additional information, see HR’s COVID-19 guidance page, the work from home and alternative work schedule guidelines, the telework responsibilities and expectations document, and the ITS remote work page.
Pursuant to HR Policy 2.07, certain employees may be eligible with supervisor approval to telework, either occasionally or full-time. Teleworking is intended to benefit employees without placing undue burden, expense, or inefficiencies on the employee’s supervisor, team, and department.
Supervisors are required to determine the feasibility of telework arrangements they approve in advance. All teleworking arrangements must promote the success of both the employee and the university. See the Telework Requirements and Expectations document for additional information.
Teleworking employees must continue to adhere to all University Policies, including those that address information and device security. The work that employees accomplish while teleworking remains subject to Arizona’s public records laws.
Typically, teleworking arrangements are initiated at the employee’s request, although in some cases, the ability to telework can be a condition of employment. Employees who are unable to work at a regular on-campus or other university location due to their own or a family member’s illness or injury should generally use sick time for this purpose, however. Nor should telework arrangements be used to provide active care for a child or other dependent.
Employee requests to telework as a disability accommodation are handled by Disability Resources.
Supervisors should work with employees to evaluate their telework request by considering the unit’s business needs, communication issues, how sensitive information will be protected, and the potential impact on other team members or the affected unit. The supervisor’s considerations may also include the employee’s readiness for telework. Supervisors should consider whether the employee has a record of satisfactory performance in the workplace and a demonstrated ability to:
- Accomplish job duties with minimal supervision
- Prioritize work to meet deadlines
- Communicate effectively
- Manage time effectively
Telework arrangements may also need to account for in-person attendance requirements, such as hands-on trainings or other group activities. They must be formally documented, approved, and agreed to by the supervisor acting on behalf of the university and the employee. In most circumstances, teleworking is a privilege. Supervisors may revoke permissions to telework at any time if they determine that the arrangement is not in the university’s best interests. While teleworking arrangements are ongoing, the supervisor must continually review their suitability and effectiveness.
Flexible Work Schedule or Telework Agreement Form – during the COVID-19 outbreak, reasonable documentation of all telework approvals is required, but the mandate to implement formal telework agreements has been temporarily suspended.