As mentioned last week by President Lenton, York University is introducing a new Transitional Remote Work Policy as part of our commitment to the wellbeing of our community. The implementation of this new policy is beginning today with a goal to create more flexibility for staff, stronger engagement, satisfaction and productivity in daily work, both now and into the future.
As we continue to closely monitor public health guidance, the Transitional Remote Work Policy is part of our plan to keep the York community safe and healthy during our gradual return to campuses. We are committed to reviewing the policy and program over the next year to determine if an ongoing policy is the right approach for York as an employer of choice.
The policy will apply to non-academic employees designated as CPM (including Temporary Contract Management [TCM]) and employees in YUSA-1 and YUSA-2 units. Staff will be asked to identify whether they would like to work remotely for their full work week or on a partial basis. Ad hoc requests may also be considered by managers. Below is a list of key dates and information around the launch of this policy at York.
Timelines for Roll-out of Transitional Remote Work Policy
|March 26||· Transitional Remote Work Policy is announced|
|March 29||· Transitional Remote Work Policy implementation begins|
|May 1||· Transitional Remote Work Policy effective date|
|March 29 – May 30||· Staff will be contacted by managers to determine their interest in remote work arrangements for the Summer, Fall & Winter terms.· Requests will be considered on a case-by-case basis in a fair and equitable manner, based on operational requirements.· All staff will be required to complete a form and indicate whether or not they would like to work remotely.|
|June 30||· Decisions are planned to be communicated to staff about remote work arrangements.|
Over the past year, we have learned a great deal about remote work and continue to evaluate its benefits. Your persistence and dedication in response to the COVID-19 pandemic has been essential to the success of the University and we appreciate your efforts. As we look ahead, I would also like to offer reassurance that for any staff who may be required to return to campus before September, we appreciate that arrangements may need to be made and will provide as much notice as possible to ensure a smooth transition. We are committed to no less than two weeks notice.
As mentioned in the President’s message, we are implementing a special York Wellness Day on Friday July 2nd to provide an extended 4-day long weekend. We recognize that not all staff will be able to have this extra day off given the required nature of their role with the University. For those staff who are required to work, compensation will be arranged following our collective agreements or terms and conditions of employment for non-unionized staff.
Vice President Equity, People & Culture