Discussing FlexPlace work models with candidates

    Suggested Talking Points For Managers

    Fully on-campus

    These positions require a physical presence on campus to perform their work.

    • Given the nature of our operation and the position you applied to, full-time physical presence on campus is required and our work can generally not be done remotely.
    • We try to be flexible in other ways when we can, but need to consider the following:
      • Shifts for bargaining unit employees are often tied to seniority and dictated by contract procedures so flexible scheduling is limited.
      • Flexibility with regard to scheduling is not something that is easily implemented due to the nature of our operation, but we try to be supportive on ad hoc basis when we can.
      • While operational realities/needs dictate firm schedules, we do have some limited flexibility around start and end times once someone is fully trained and performing at a satisfactory level depending on staffing levels and interest/equity within the unit.
         

    Hybrid (steady schedule)

    These positions maintain a consistent balance of on-campus and remote work throughout the year.

    Unit Approach

    • Our unit is approaching hybrid work from a unit perspective based on operations need rather than implementing individual, ad hoc requests.
    • Currently our expectation is that staff work on campus no fewer than ___ days per week. Staff are free to work more days on campus if they choose/prefer.
    • We have been scheduling our on-campus time as 1. employee choice – undefined/defined (but must be sure to notify manager of schedule), 2. specific designated days through the end of the academic year, 3. specific designated days ___ months at a time.

    Location of off-campus work
    We presume that off-campus work will be performed in the state of Connecticut. If you plan to work off campus at a location outside of Connecticut, then that location must be vetted and approved. There are legal and tax issues associated with working in certain states, so the University has a process for that. Hiring managers can find more information about off-campus work locations and should reach out to their Talent Acquisition Partner or HR Business Partner to discuss before communicating a hiring decision.

    On-Boarding

    • We should be able to confirm your on-boarding and related training to this __day per week schedule, but there may need to be some flexibility in scheduled days depending on training needs and others’ schedules.
    • During your training and on-boarding, more time on campus or some additional scheduling flexibility might be required to accommodate training.
    • Our current approach to on-boarding is ____days per week on-campus to allow for sufficient training and orientation.
       

    Hybrid (tailored/seasonal)

    These positions have schedules that fluctuate based on the nature of their work and the time of the year.

    Unit Approach

    • Right now, we are working a schedule of ___days per week on-campus and this is tied to operational needs. Demands and our need to be on-campus fluctuate based on the time of year/peak periods, so we hope to adopt a more flexible approach (fully remote, allow a hybrid schedule of __ days on campus) during X period.
    • The unit will approach any type of hybrid work from a unit perspective based on operational need rather than implementing individual, ad hoc requests.

    Location of off-campus workdays
    We expect that off-campus work will be performed in the state of Connecticut. If you plan to work off campus at a location outside of Connecticut, then that location must be vetted and approved. There are legal issues associated with working in certain states, so we have a process for that. Additional information about off-campus work locations is provided for hiring managers.

    Largely Remote

    These positions only work on campus occasionally and require approval in advance based on unique aspects of the work.

    Unit Approach.
    This role has been designated and approved as remote function/position. As such, staff are generally working remotely five days per week with episodic on-campus requirements (e.g., for training, meetings, performance support). The scheduled hours would be (core hours, set schedule) and we do have expectations for how and when the work should be performed, just as we would if the work was performed on-campus. We anticipate that this will continue unless operational needs change or there are performance issues warranting a modification.

    Work Location
    We expect that off-campus work will be performed in the state of CT. If you plan to work off campus at a location outside of CT, then that location must be vetted and approved. There are legal issues associated with working in certain states, so we have a process for that. Hiring managers are encouraged to consult the guidance about off-campus work locations.

    • For Local 34 bargaining unit positions: there are specific contractual terms around remote work (things like office reimbursement, performance management, recall to campus, etc.).
    • For MP positions, our equipment practices for remote designation functions/positions are [manager can provide a few details about computer equipment, etc.]