Coronavirus (COVID-19) information and resources. 

CHASS Workplace Strategic Flexibility 2022-2023

Our new work policy is intended to serve as the standard for coverage and service for all CHASS staff.

CHASS staff and supervisors,

As we approach the beginning of the fall academic quarter, we take many of the lessons learned since March 2020 and begin applying them to a long-term vision of how and where work is performed in support of our College mission to advance educational opportunity and world-class research in Inland Southern California. While certain COVID-19 health and safety accommodations will remain with us at least through December 2022, our new work policy is intended to serve as the standard for coverage and service for all CHASS staff. 

Beginning Monday, Oct. 3, all full-time CHASS career employees should be physically present on campus a minimum of two days (or equivalent) each work week, on a fixed schedule determined in conversation with the workgroup and team supervisor. Additional stipulations and resources are listed below including information about telework agreements which are due to CHASS HR for all staff, no later than Friday, September 23, 2022.

While envisioning the future of work, we are guided by four core principles:

  • The basic workweek — in-person, remote, and/or hybrid — should follow University business hours, unless otherwise posted. Some job responsibilities may require in-person work outside of University business hours and/or off-campus locations.
  • All CHASS staff should be available during their assigned work hours, subject to normal discretion, breaks, and scheduled and unscheduled leaves.
  • Certain job functions that require physical presence or in-person services (e.g., walk-up/in-person advising, welcome-to-campus programs, and orientations, convocations and commencements, in-class technology support, performances and exhibitions, facilities and maintenance, receiving, lab research, student lab support, lab maintenance, catered events, and other event support, etc.) may not be suitable for remote work.
  • All remote work should be at a fixed location, determined in a telework agreement, and reliably suitable for conducting University business.
Staff / Supervisor Town Halls

I will be hosting a Town Hall on Tuesday, September 6at 2 pm which will include what I hope is a productive dialogue and Q&A. This meeting will be offered in person in Room INTS 1128 with a hybrid option for those who are unable to attend in person. Register for the Zoom option.

A second Town Hall will be scheduled specifically for supervisors and hosted by CHASS HR Business Partner, Erika Leon, on Tuesday, September 13, at 11 a.m. Register in advance for this meeting.

Implementation and Support

For additional resources about remote work, please visit CHASS HR’s Remote Work web page. Guidelines on UCR’s HR website can also help supervisors and staff collaborate to develop flexible work arrangements while continuing to meet business needs.

We understand that 2022-2023 will be a transitional year and we expect that workplace adjustments will change and be adjusted over time. Broader adoption of flexible work arrangements call for regular assessment, evaluation, continual refinement, and patience, particularly as we aspire to apply our processes consistently and equitably across the College, and in continued service to the mission of the University.

Daryle Williams

Yours sincerely,

Daryle Williams
Professor and Dean
College of the Humanities, Arts, and Social Sciences
University of California, Riverside