Core Principles

Principles for Flexible and Remote Work Arrangements

These principles provide the foundation for best practices in flexible and remote work at the University of Florida. It is essential to align these arrangements with our mission and business needs. Refer to the UF Mission Statement.

1. Job-Appropriate

Not all roles are suitable for flexible or remote work. Some positions require on-site presence due to in-person services, use of physical equipment/resources, or on-site workspaces. If a job can accommodate remote work, fairness is crucial in facilitating arrangements.

2. Leadership Discretion

Flexible work arrangements align with both individual and organizational needs when initiated. However, when these needs diverge, the arrangement may become unviable. It’s best practice for the supervisor to give 14-days notice if discontinuing a flexible work arrangement, allowing employees to make necessary adjustments. Employees may be required to attend on-site meetings or events at the supervisor’s discretion, with 2-days notice for their presence on site.

3. Documented and Well Communicated

Effective communication is essential for the success of remote or flexible work arrangements. All arrangements extending beyond a pay period require a Remote Work Location Agreement. Supervisors are strongly encouraged to establish clear performance and communication expectations and provide regular feedback. Regular reviews, at least annually, ensure the arrangement continues to meet business needs.

Supervisors are also strongly encouraged to complete quarterly UF Engaged sessions for goal-setting and improvement. Refer to UF Engaged Resources for staff.

4. Net-Neutral or Net-Positive

Flexible and remote work arrangements should have a net-positive or net-neutral impact on business results and the work environment, aligning with the University of Florida’s mission. Review the UF Mission Statement.

5. Not Used In-Lieu of Time Off or Dependent Care

Flexible work should not replace the use of leave. Supervisors should apply the same considerations when assessing leave requests for all work arrangements. Leave accruals are based on hours paid during flexible or remote work, and time-off requests must be pre-approved by a supervisor. Learn more about UFHR Time Away Guidance.