Remote / Hybrid Work
UCR strives to be an employer of choice, providing flexibility in line with today’s workforce needs
At UCR we also want to unearth new discoveries, deliver a high-quality educational experience, and provide services in support of student success. Ultimately, we need to consider work location in the context of both individual performance and community. How location impacts colleagues, professional development, our collegial network, output, space constraints, and sustainability goals are all to be considered.
A Deliberate Process
Managers will do their best to provide 30 days advance notice of changes to current work arrangements and afford flexibility for staff.
A work schedule that includes some hybrid (or use flexible) remote options can be beneficial for employee recruitment and retention, and employee engagement and well-being, if feasible relative to addressing institutional requirements. However, in some cases an all-remote work schedule may not be optimal for the department and University. The specific duties and responsibilities of a position dictate whether remote work is an option.
Supervisors and employees should work together to assess flexible workplace options, manage workload, set expectations, and maintain communications, whether the employee is working in a remote or hybrid-remote environment, or utilizing another flexible arrangement.
Remote Work Resources
Each day staff face the challenge of balancing their family and work responsibilities. Our campus is committed to policies and programs that enable staff to be productive members of the campus community and to meet their family care obligations. Alternate Work Schedules are a part of the campus Work/Life program and allow staff and departments some flexibility in defining when, where and how work is done. This flexibility is a critical driver of employee well-being and performance and is responsive to the changing professional and personal demographics of the multi-generational workforce.
The alternate work schedules available at UCR include the compressed workweek, flextime and remote work. When properly managed, alternate work schedules have been shown to increase productivity, increase employee engagement and retention, provide extended coverage and cross training opportunities, and decrease unplanned absences. In addition, it promotes diversity, and has a positive impact on workplace culture and employee morale. For many people, even a small amount of flexibility can make a tremendous difference in successfully balancing responsibilities at work and at home. Flexible work arrangements are not an employee entitlement or requirement, but a work assignment mutually agreed to by the employee, supervisor and department head. The arrangement must be in the best interest of the University. The focus in flexible work arrangements must be on results.
Non-represented employees are eligible to request alternate work schedules. Represented employees may participate as allowed by their respective collective bargaining agreements. An employee initiates the request for an alternate work schedule by submitting a proposal to their supervisor and/or unit/department head.
Forms and Documents
The Alternative Work Schedule Considerations
Alternative (Flexible) Work Schedules - Exempt Employees
Alternative (Flexible) Work Schedules - Non-Exempt Employees
Alternative (Flexible) Flextime Schedule Guidelines
Guidelines & Agreement
|As a first step in preparing for employees to return to campus please review the Coronavirus and Campus Return sites and follow all necessary steps for a safe return including COVID-19 training, masking, proper hand hygiene and completing the daily wellness check. All supervisors must complete and submit an online Work Site Specific Plan. This is the requirement as of the date of these guidelines, but it may change with more direction from the state and CalOSHA.
To support staff who may begin working remote in light of COVID-19 and UC Riverside’s commitment to ensuring a safe and healthy environment for the Highlander community, Information Technology Solutions (ITS) has compiled a list of basic IT resources on the Keep Working webpage. These resources provide information on how to access and use essential IT tools when working remote.
HR Resources for Remote Work
Items Purchased for
Reimbursable Expenses/Items Purchased for Remote Use
Employees working from home or other alternate locations are not on travel status and not eligible for meal reimbursement. Similarly, meals taken at home or other alternate locations (or delivered) during a Zoom business meeting are not reimbursable based on guidance received from the UC Office of the President, per policies G-28 and BUS-79.
Only business-related non-inventorial equipment that can be returned to the office at the end of the arrangement should be purchased using normal procurement methods, and either picked up by the employee or shipped to their home address. Department financial officer/managers must have processes in place to track the location of these assets and ensure their return at the end of the remote assignment.
If any purchased item needs to be installed, charges related to the installation are the responsibility of the employee.
Other expenses (e.g. utilities, rent, furniture, etc.) related to remote work are not eligible for direct purchase nor reimbursable.
Departments will evaluate on a case-by-case basis where the direct purchase and/or reimbursement is necessary for employees with specific needs not already met with existing resources and only allowable if the University-issued office equipment (e.g., computer, printer, keyboard) cannot be relocated or the employee does not already have personal equipment at the alternate worksite to enable them to perform their work duties.
An employee may request reimbursement for the business use of an internet or similar service if it is needed for the employee to perform their job duties and it would not be practicable or cost-effective for the University to separately purchase and the internet or similar service does not currently exist in the employee’s alternate remote workspace. Reimbursement shall be made for partial business use of internet, cellular or similar services purchased with an employee’s own funds if the individual incurs additional charges over the plan limit related solely to the business use. An employee may request reimbursement for the business use of a cellular phone or similar device purchased with the employee’s own funds if the individual incurs additional charges. In such a case, the reimbursement will be at the excess minute rate, contingent upon receipt of supporting documentation. No reimbursement will be made for business calls or a percentage of total business calls made within the package minutes covered under the employee’s plan.
Expenses will be reimbursed only if the manager agrees to the purchase in advance. Below are University of California policies on reimbursable expenses:
For questions or additional information, please visit UCR Business & Financial Services.
Through the pandemic, UC learned that many jobs could be performed effectively in a remote setting. As work schedules now include hybrid/remote options across campus, we want to help faculty and staff be prepared to be able to work in whatever hybrid/remote option is chosen. LinkedIn Learning offers several videos to help you discover how to be productive, stay connected and, understand how to successfully work with the realities of your remote environment.
LinkedIn Learning Resources
For more course offerings, visit the LinkedIn Learning website.
Working Remotely / Return to Campus – Helpful Links
Working in a hybrid environment:
Coronavirus (COVID-19) – HR Information and Resources
For the latest information regarding the Coronavirus (COVID19), LinkedIn Learning topics: