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Back to Return to Campus Guide

The University will return to regular on-site operations effective July 19, with limited exceptions. However, we understand there are individual circumstances that may call for accommodations or flexibility. As we transition back to on-site work, we encourage supervisors, staff and colleagues to approach each other with understanding, care and compassion. The mechanisms in place to address exceptions and workplace flexibility are outlined below.

ADA Accommodations

Employees unable to return to campus by July 19 because of a health condition should request an ADA accommodation through the Equal Opportunity and Compliance Office on the COVID-19 accommodations webpage. The COVID-19 accommodations process has been updated for summer and fall 2021. We encourage you to carefully review the updated information on the website to evaluate your eligibility.

Short-term Flexible Work Arrangement Requests

We recognize that circumstances arise that require flexibility in work schedules or locations, and some of the federal leave programs that were in place to assist with childcare and eldercare are no longer available. We encourage supervisors to work with employees in navigating the transition to on-site work and to use care and compassion in guiding their units.

Recurring short-term arrangements of 30 days or less due to special or unique circumstances should be coordinated between employees and supervisors directly and should be documented in writing and shared with the HR Officer in the unit. Such arrangements cannot be renewed without Dean or Vice Chancellor approval.

For information about the flexible work arrangement policy, please visit the Flexible Work Arrangements for University Employees page.

Pilot Program Exceptions

The University is working with Deans and Vice Chancellors across campus to implement a series of pilot programs to test and assess a hybrid work model among select work units. These pilot groups are being driven and proposed by Deans and Vice Chancellors across campus and will largely be “back office” functions that do not require front-facing student or customer contact. These limited exceptions will be driven by business necessities and not individual employee preference, must meet a series of established factors for consideration and will go through a rigorous review process for approval to become a pilot group.

Hybrid/teleworking arrangements that were in place prior to COVID-19 may be eligible to continue; however, these arrangements must be submitted by the Dean or Vice Chancellor of the work unit as part of this exceptions pilot program.

Following approval of the pilot exception proposals, these arrangements (which will have an initial duration not to exceed one semester) will be communicated in writing from the Dean or Vice Chancellor, or their designee, to the employee and a record of the arrangement will be shared with the unit HR Officer. The University is obligated to report monthly on the number and names of those working in a remote work location.