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The employee initiates a WFH request.

• An employee interested in a WFH arrangement reviews the program materials and assesses whether their position is eligible to apply.
• For additional information on the request process, see the .

The university began a transition back to on-campus work in early 2022. An employee who wishes to continue working from home will have to request a WFH arrangement and have it approved. If the request is approved, a completed WFH Application Form will be required.

Yes, employees will still be required to follow public health orders.

• As part of the WFH agreement, the employee must be able to attend designated in-person hours on campus as determined by the manager/supervisor and as such, will be required to comply with the university’s directives.

No.

• As part of the WFH agreement, the employee must be able to attend designated in-person hours on campus as determined by the manager/supervisor and as such, will be required to comply with the university’s directives.

No. Use of the program is voluntary and is initiated by the employee, not the university.

• The intent of the WFH Program is to provide employees the option to request a WFH arrangement if they are seeking more flexibility in their work locations to improve work-life balance.

If there are valid operational or performance concerns, these issues should be addressed during the approval process and the employee’s application should be denied.

Considerations:

• Administrative burden is not a rationale for denying an application.
• Working from home conditions during the pandemic demonstrated that many employees can effectively work from home.
• Now that we are returning to work on campus, some employees may be seeking more flexibility in their work location to improve work-life balance.
• Managers/supervisors are encouraged to spend the time up front planning and developing alternate methods of communication and performance evaluation to support this option if it is operationally feasible.

Yes. WFH arrangements are voluntary and entered with the mutual agreement of the employee and manager/supervisor.

• The WFH arrangement may be terminated at any time by either party with 30 calendar days written notice. The notice period can be shortened by mutual agreement, however considerations should be given to space allocation.

With the introduction of the program, it is anticipated there may be many employees who will apply.

• Initial intakes for each phase of the program are intended to assist the manager/supervisor in assessing multiple applications together. 
• Although there may be several employees performing the same role, each employee must apply for the program and the WFH application will be reviewed and approved on an individual basis.
• When considering multiple requests, explore options that allow you to treat employees fairly and equitably. For example, instead of one employee working from home five days per week, perhaps five employees could each work from home one day per week. 
• To assist with the number of applications expected, the program will be phased in by eligible employee groups.

All decisions should focus on objective criteria related to work performance, job demands and operational requirements.

• A consistent approach should be applied to reviewing each application objectively and must ensure the principles of fairness and equity are upheld at all stages of the process. 
• It is important to communicate to each employee the decision and the rationale for the decision. 
• Consult your HR Service Partner (HRSP) for guidance to help develop messaging for communicating these decisions in a supportive manner.

It may be possible for an employee to be approved for a WFH arrangement who has an existing medical or non-medical accommodation.

• Contact Return to Work Services to determine any impacts in approving a WFH arrangement for those already on medical accommodation.
• Contact your HRSP to determine any impacts in approving a WFH arrangement for those already in non-medical accommodations.

Yes.

• As noted in the program guide, managers/supervisors have the ability to establish the minimum required number of in-person hours per month. This may include a minimum standard number of hours for a particular faculty/department based on operational requirements.

Once the agreements are approved, they are routed directly to the employees personnel file, the requesting employee also receives a copy by email. To obtain a copy, you can request the employee forward you a copy, request a copy by contacting the Shared Service Centre.

Human Resources, Health, Safety and Environment oversees the program. Contact workplace.wellbeing@ulberta.ca and a link will be sent to you that will provide the outstanding approval tasks.

Yes.

• A specific  has been developed for use.
• The assessment must be completed including the implementation of the appropriate controls.
• You must maintain a record of the hazard assessment.

No. It is the responsibility of the employer to provide the necessary first aid kit for employees on WFH arrangements.

• For information on how to obtain the kits and the associated costs, please refer to the manager’s toolkit.
• The cost associated with the first aid kit is the responsibility of the faculty/department.
• The university has sourced basic first aid kits that meet occupational, health and safety requirements. The cost of the kits are approximately $15 and can be obtained through Supply Management Services.