5001 Hybrid Work Policy

Policy Sections

5001.1 University Parameters for Hybrid Work Arrangements

5001.2 Work Locations Outside of Connecticut

5001.3 University Policies

5001.4 Implementation of Hybrid Work Arrangements

This policy applies to work arrangements where a managerial, professional, or excluded staff member fulfills their primary job responsibilities at an approved, off-campus location while also working on a regular and sustained basis at their primary on-campus work location.

Note: Occasional and/or ad hoc requests to work from an off-campus location are not covered by this policy.

Note: Staff members working in bargaining unit positions are not covered by this policy, and terms for hybrid work arrangements for bargaining unit staff are governed by the applicable collective bargaining agreement.

Hybrid Work Arrangements are dictated by the nature of the work performed, operational needs, and the discretion and judgment of the work unit leader or their designee.  Covered Staff Members and their units must implement Hybrid Work Arrangements in accordance with this policy and Procedure 5001 PR.01 Hybrid Work Expectations and Implementation.

This policy establishes the University’s rules and processes applicable to Hybrid Work Arrangements for Covered Staff Members.

Covered Staff Member

A staff member designated as managerial, professional, or excluded.

Hybrid Work Arrangement

A regular, routine, and approved work arrangement where a Covered Staff Member fulfills their primary job responsibilities at an approved, off-campus location while also working on a regular, and sustained basis at their primary on-campus work location.

Out-of-State Work Location

A work location outside the State of Connecticut where a Covered Staff Member works at least one day per week on an ongoing, rather than occasional, or ad hoc basis.

A. Appropriateness of Hybrid Work Arrangements

While the University encourages and promotes workplace flexibility, the availability and terms of Hybrid Work Arrangements are dictated by the nature of the work performed, operational needs, and the discretion and judgment of the Vice President or Dean (“executive unit leader”) or their designee.

B. Minimum On-Campus Presence

Hybrid work schedules should target an on-campus presence consistent with the minimum on-campus cadence established by the Vice President, Human Resources or their designee.  Depending on the nature of the covered staff member’s hybrid work schedule and operational needs and as deemed appropriate by the appropriate executive unit leader or their designee, this on-campus cadence can be satisfied on a weekly, monthly, or seasonal basis.

C. Right to Modify or Discontinue

Agreed-upon Hybrid Work Arrangements, including but not limited to, on-campus schedules or cadence, can be modified or discontinued by the executive unit leader or their designee with reasonable notice to the Covered Staff Member.  The University/work unit reserves the right to discontinue hybrid work arrangements with minimal notice in the event of an emergency.

A Covered Staff Member who is working a Hybrid Work Arrangement at a work location outside the State of Connecticut is subject to Policy 3505 Out-of-State Work Locations.

A Covered Staff Member working in a Hybrid Work Arrangement must adhere to all University policies, including, but not limited to, the Yale Standards of Business Conduct and policies related to confidentiality of information, information technology, computer security, and data protection.

Work units and Covered Staff Members must implement Hybrid Work Arrangements in accordance with Procedure 5001 PR.01 Hybrid Work Expectations and Implementation.

Exceptions to this policy require approval by the Vice President, Human Resources, or their designee, in consultation with other offices, as appropriate.

Covered Staff Member

• Adheres to the requirements of this policy and any conditions established pursuant to an approved Hybrid Work Arrangement.

Manager

• Supervises Covered Staff Members under approved Hybrid Work Arrangements to ensure adherence to university policies and any established conditions.

Vice President, Human Resources (or designee)

• Establishes the minimum on-campus cadence for Hybrid Work Arrangements.
• Reviews and rules on requests for exceptions to this policy.

Vice President or Dean (or designee)

• In their discretion, and in consideration of the nature of work performed and operational needs, determines the availability and terms of Hybrid Work Arrangements for their Covered Staff Members.