Hybrid Work Program

HWAs support organizational effectiveness

• Service, team effectiveness, well-being, and operational needs will be the primary considerations when establishing HWAs up to three days per week.
• HWAs are considered temporary and can be adjusted or discontinued by either party with 30 days' notice.
• Employees may be required to give up dedicated office space and work from a shared on-campus space configured for part-time use.

HWAs build engagement and satisfaction through trust and flexibility

• HWAs require trust, sound judgement, and flexibility to create arrangements that work in each circumstance.
• HWAs require an outcome-based supervisory approach with clear performance expectations, standards, and communication that allows for less day-to-day oversight.
• A HWA is only required for employees working from home on an ongoing or regularly scheduled basis. Incidental or ad hoc remote work will be at the manager's discretion.

HWAs are voluntary with shared responsibility

• HWAs will be initiated by employees interested in the program and can demonstrate their request is consistent with program guidelines, expectations, and operational requirements.
• Departments may initiate a call for volunteers for HWAs to address operational needs such as office space constraints
• Employees are responsible for funding and setting up an appropriate ergonomic workspace at home and providing adequate internet connectivity and computer equipment (if using a personal computer) required for work.
• Employees will commit to effectively utilizing TRU-supported collaboration technology, software, and security (e.g., Teams, VPN, anti-virus).
• HWAs are not a substitute for caregiving obligations; employees are responsible for ensuring appropriate child, dependent, and pet care services during work hours.

HWAs consider equity but not necessarily equality

• Not all roles are appropriate for hybrid work.
• Not all individuals (even those in the same role) may be equally suited to hybrid work; objective assessment tools are provided to assist employees and managers in determining suitability.
• Not all departments are equally able to support hybrid work, even with similar roles.
• While every effort will be made to consider HWA requests fairly and equitably across the institution, each decision must consider the unique circumstances of the role, individual, team, and department context.

HWAs maintain connection and collaboration

• TRU seeks to provide a vibrant campus experience and responsive student services. Connections to campus, students, clients and colleagues are necessary for all roles to some degree and will be considered when approving HWAs.
• Employees may be asked to be on campus during regularly scheduled work-from-home days for meetings, training, events, etc., as required by the department. Managers will provide as much notice as possible.
• Consideration of employee health, safety and well-being are essential for all employees. Managers and employees are responsible for staying connected, identifying issues, meeting all health & safety requirements, and accessing resources as needed.