All RHFAs must be in the best interest of both the University and the employee. A position's eligibility for remote, hybrid, or flexible work does not preclude an employee from choosing to work on campus. Employees who wish to work on-campus full time will be provided with an on-campus workspace unless the position was advertised as "remote only."
RHFA decisions will be made on a case-by-case basis by management based on business and operational needs. Management reserves the right to temporarily assign work on campus as necessary with reasonable advance notice (usually two weeks; sometimes less based on situational circumstances). Some positions, based on their specific job duties, may be recalled to campus with less notice to respond to emergency situations. In these cases, the staff member should report to work on campus as soon as possible after the request is made.
RHFAs are subject to ongoing review by managers and employees. RHFAs may be permanently modified at any time with reasonable advance notice (usually two weeks). RHFAs should be reviewed annually, at minimum, on an academic year basis.
RHFAs may be terminated at any time and for any legal reason by either party with 30 days advance written notice whenever possible.
RHFAs may be terminated at any time and for any legal reason by either party with 30 days advance written notice whenever possible.
Examples of situations
that could lead to the modification or termination of an employee’s RHFA include but are not limited to:
- business needs are no longer being met,
- job or job requirements change,
- performance falls below an acceptable level,
- current coverage or staffing needs change, or
- abuse or misuse of the RHFA privileges, e.g., patterns of avoidance of regularly assigned in-person workdays,
- an unexpected staff shortage develops.
All terms and conditions of employment with the University remain unchanged.
This includes, but is not limited to, job responsibilities, performance standards, attendance requirements, benefits*, salary*, and adherence to UC Personnel Policies for Staff Members (PPSM), collective bargaining agreements, and other University and departmental policies and procedures.
*While the University does not change terms and conditions of employment based on an employee's remote, hybrid, or flexible work arrangements, specific benefits eligibility and tax requirements may vary based upon the location of an employee’s primary residence.
Further requirements are outlined in the UC Santa Barbara Employee Flexible Work Agreement.