Introducing YourYale
The It’s Your Yale website is now home to a new weekly e-newsletter, YourYale, for and about the staff; learn more about what to expect.
This guidance is designed to support managers when they are engaging with staff about the availability of hybrid or remote work locations. The discussion points below are designed to help managers effectively balance employee interests while ensuring realistic and accurate representations of operational needs and the availability or remote or hybrid work in a particular role/position.
These positions require a physical presence on campus to perform their work.
These positions maintain a consistent balance of on-campus and remote work throughout the year.
Unit Approach
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. Managers should consult policies for off-campus work locations and should reach out to their recruiter or HR Generalist to discuss before communicating a hiring decision.
These positions have schedules that fluctuate based on the nature of their work and the time of the year.
Unit Approach
Location of off-campus workday
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.
Manager: Review Yale policies and reach out to your recruiter or HR Generalist to discuss before communicating a hiring decision. Find more information about off-campus work locations before communicating a hiring decision.
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). These are scheduled hours (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 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.
Manager: Review Yale policies and reach out to your recruiter or HR Generalist to discuss before communicating a hiring decision.
There are specific contractual terms around remote work (things like office reimbursement, performance management, recall to campus, etc.) for Local 34 bargaining unit positions.
For MP positions our equipment practices for remote designation functions/positions are [manager can provide a few details about the department’s approach to providing computer equipment, office set up, etc].