Once staff members have been instructed to return to campus, departments may consider a number of different alternative work arrangements in support of necessary social distancing requirements. These arrangements include continued telecommuting and modified work hours, schedules, or shift staffing options as follows:
Remote Work: Those who can work remotely to fulfill some or all their work responsibilities may continue to do so to reduce the number of individuals on campus and the potential spread of the COVID-19 virus. These arrangements, which should be approved by the immediate supervisor, may be made based on a full- or partial-day/week schedule as appropriate with a focus on supporting the business operations of the unit.
Alternating Days: Departments may have the flexibility to offer partial staffing on alternating days, such as Tuesday through Saturday instead of Monday through Friday. Such schedules may help maintain social distancing, especially in areas with large common workspaces.
Assessing On-Site Half-Shifts: Employees may be scheduled to work 50% of their time on-site and 50% of their time at home in such a way that allows for additional social distancing and optimizes use of office space for necessary on-site work. Supervisors and employees can explore these options together in consultation with Human Resources.
Staggered Shifts: The beginning and end of the workday typically bring many people together at common entry/exit points of buildings. Staggering reporting and departure times by at least 30 minutes will reduce traffic in common areas to meet social distancing requirements.
Compressed Work Weeks: In some cases, where work is measured primarily in deliverable outcomes rather than hours worked, a department may choose to offer compressed work weeks such as three-day work weeks with four days off or four-day work weeks with three days off, where practical. Because these arrangements can impact payroll processing, consult with Human Resources for guidance.
All of these options can provide flexibility and opportunities for collaboration and creativity; other options may also exist. But they will require advance planning and clear communication. These arrangements should be approved by the immediate supervisor in consultation with the HR Business Partner to ensure successful implementation and clear expectations. Contact your HR Business Partner for assistance in determining which arrangements will work best for you and your team.