UNC Charlotte recognizes that flexible work arrangements can benefit both the University and our employees by enhancing productivity while providing for workplace flexibility. Though these arrangements are not feasible for all employees, we understand that in many circumstances they can promote employee recruitment, retention, morale, and quality of life; promote general work efficiencies; ensure business continuity; and improve environmental sustainability and space utilization.
To fulfill the University’s strategic objective to increase the value of UNC Charlotte as a great place to work and learn, UNC Charlotte revised its flexible work arrangement policy (University Policy 101.22) effective May 15, 2022, for staff to find balance between the critical mission of providing in-person academic and extracurricular opportunities for our students and supporting the evolving needs of our employees.
- The University will offer options of flexible schedules, telework and remote work for staff members whose job duties allow for this flexibility with appropriate approvals from supervisors and, where required, divisional vice chancellors.
- All agreements for teleworking or remote work that will be in place for longer than 30 days must be documented using the telework/remote work agreement form. The agreements must be reviewed annually. Arrangements of less than 30 days remain available for emergency situations.
- Online training is required for all employees and supervisors prior to the approval of a telework/remote work agreement.
New policy - effective May 15, 2022
Telework/Remote Work Agreement Form - Please note: arrangements cannot be effective until May 15, 2022. The form indicates renewal after 12 months. For the first year, we are allowing agreements to run through Aug. 31, 2023 so we can set up the renewal process with a Sept. 1 effective date each year.
|What||The Office of Human Resources in conjunction with the Office of Legal Affairs has finalized the updates to policy 101.22. The policy has been approved by the Chancellor.|
|When||Implementation date is May 15, 2022|
Policy will define:
Required Documentation: Any telework agreement that will be in place for longer than 30 days must be documented using the telework/remote work agreement form.
Approvals: Divisional vice chancellors are the approving authority for most telework and remote work agreements, and Human Resources must review for compliance and reporting purposes.
Training: Employees AND supervisors must take required training before any agreement will be finalized. Training will be linked in the form and listed in the FAQs and will be certified by the employee and supervisor on the agreement form.
IT Security Requirements: All IT Security requirements must be followed:
Workplace Safety: Work-related injuries at the alternate location during agreed-upon working hours may be covered by Workers’ Compensation. Employees are required to report any work-related illness or injury to their manager immediately and are required to fill out an accident report as an internal record of the incident within 24 hours of the event or claim.
Depending on the nature of arrangements and time spent on campus, management may determine options for redirecting office space for other needs.
Contact Cindy Edwards at firstname.lastname@example.org or 704-687-0658.