Effective communication is vital for the success of flexible and remote work. A robust communication plan should cover accessibility, formal and informal communication, equipment and resources, team member expectations, mutual accountability, and evaluating communication effectiveness.
Supervisors play a key role in managing team performance. This involves setting clear expectations and measuring performance against these expectations.
Supervisors should ensure productivity by setting goals, timetables, and clear deliverables. They need to consider whether work quantity, quality, and timeliness are maintained, improved, or diminished. Also, they should evaluate how the arrangement impacts stakeholders, streamlines processes, and aligns with the University’s goals.
Best practice: It’s recommended to have 30-day trial periods for new arrangements, with all arrangements undergoing annual reviews.
Employees should discuss flexible or remote work arrangements with their supervisors to determine suitability. Once an agreement is reached, employees must submit a plan of action for review. For remote work, employees are required to complete a Remote Work Location Agreement.
Employees working flexibly or remotely are expected to meet the same performance standards as those in traditional arrangements.
Employees must comply with University and department/unit policies and procedures. Leave accruals are based on hours paid during the remote or flexible work arrangement. Time off requests require supervisor approval. See UFHR Time Away Guidance.
Non-exempt employees must adhere to Wage and Hour Regulations when working remotely. Any work outside approved hours needs supervisor approval, regardless of the location. Units should follow state minimum wage guidelines for remote employees.
For arrangements extending beyond a UF pay period, a Remote Work Location Agreement is needed. Employees can also request occasional remote work at their supervisor’s discretion.
Remote and flexible work arrangements are subject to the discretion and discernment of the employee’s supervisor and can be revoked or revised at any time.
Workers’ compensation covers injuries related to employment as defined by Florida’s Workers’ Compensation Law. UF is not responsible for injuries unrelated to work activities in the off-site location or elsewhere. See Workers’ Compensation Policy.