First and foremost, eligibility for RHFAs is based on a department's operational needs and the essential functions of a position, which are at the sole discretion of management. Certain positions can only be performed on site and are not eligible for RHF work arrangements. (This includes some positions that were performed remotely when students were attending remotely.) Furthermore, RHFAs must not negatively impact another position's workload or productivity by shifting burdens, creating delays, or adding steps to workflows.
Department heads have preliminarily reviewed all positions in Student Affairs to determine basic eligibility for RHFAs. This initial, approximate classification was completed to promote equitable decision making throughout Student Affairs, especially among like positions in departments.
The following factors were considered by department heads in consultation with control points:
- Percentage of essential job duties that require on-campus work.
- Percentage of work that requires access to on-campus equipment, technology, materials, files, or other physical resources.
- Percentage of work that requires in-person contact with other faculty and staff, customers, students, or members of the public.
- Percentage of work that requires on-campus work due to security issues.
- Anticipated student needs and expectations.
- Anticipated public perception and expectations.
- Number of employees (staff and student staff) supervised.
If you are considering requesting an RHFA, please ask your supervisor what the preliminary eligibility is for your position.
The preliminary eligibility is not a guarantee, but is a good indication of the degree of hybrid, flexible, or remote work that is likely be approved.
Additionally, to be eligible for RHFAs, employees must
- Have consistently received satisfactory (or greater) ratings on their performance evaluations.
- Have demonstrated the ability to work efficiently and effectively with minimal supervision.
- Be past probationary period unless the work arrangement is negotiated upon hire.
Employees (including student staff) in both exempt and non-exempt positions can be considered for RHFAs.
Not a Substitute for Workplace Accommodations:
These guidelines and this process do not apply to cases where an employee is seeking workplace accommodations for a documented disability. All requests for workplace accommodations, whether temporary or permanent, must be arranged through an interactive process in conjunction with Human Resources – Employee Services.