Dear Faculty and Staff Colleagues,
As President Crawford and the President’s Cabinet communicated this morning, we are eager to be in-person as we prepare to welcome students to campus in August for the fall semester. While most of us will return to working our typical schedules on campus, some staff, depending on the nature of their work responsibilities, the needs of students, faculty and staff, and the needs of their departments, might be eligible to work in a hybrid fashion under an approved Telework Agreement in accordance with the Telework Policy.
I write regarding the process for staff to explore the possibility of a Telework Agreement, and submit a request for consideration by their supervisor, which will be evaluated by the applicable department head/academic chair in consultation with the area vice president/provost. Please note that divisional expectations may be communicated by the area vice president/provost to ensure a consistent approach within each division.
To ensure our preparation for the arrival of students and the opening of the fall semester, we aim to have Telework Agreements that are effective with the fall semester finalized by August 1, 2021, with the understanding that changes might subsequently be made. I have also included information for requesting a medical/disability accommodation, as our Telework Agreement is not inclusive of such accommodations.
How staff can request a Telework Agreement:
If you are interested in a Telework Agreement, the first step is to meet with your supervisor to explore the feasibility of such an arrangement giving consideration to the policy criteria and parameters, as well as any divisional expectations communicated by area vice presidents or provost. If your supervisor supports it and you reach an agreement on what it might look like, the request will be forwarded to your department head/academic chair for consideration. The department head/academic chair will evaluate the request in the context of the policy and will consult with the Provost/area Vice President prior to making a decision. Final approval will be returned to Human Resources and communicated to the staff member in writing by Human Resources.
Human Resources staff are available to consult with staff, including supervisors, department heads and academic chairs, to evaluate the suitability and duration of a telework arrangement based on the criteria set forth in the policy. To arrange a consultation, contact Human Resources with the best telephone number to reach you to set up an appointment.
We seek to receive approved agreements for fall semester in Human Resources (hr@pugetsound.edu) by August 1, 2021 so we can provide written confirmation in early August.
How faculty and staff can request a medical/disability accommodation:
If you wish to request a medical/disability accommodation for any reason, please contact benefits@pugetsound.edu. Please leave the best telephone number to reach you. A member of the Human Resources team will reach out to you to explain the process and the specific medical/disability documentation required for your position. Medical documentation may include the nature of the medical issue/disability, the specific accommodations being requested, and the duration of the accommodations. Your job description will be provided to assist your medical provider in determining the accommodations requested. When received from the medical provider, Human Resources will review the documentation to assure it is complete. If you plan to request an accommodation, we advise beginning the process as early as possible as many medical providers are not able to provide the necessary documentation quickly. It often takes 2-4 weeks to receive a response.
After receiving the medical/disability documentation and accommodation request from the medical provider, Human Resources will contact the supervisor/department head/academic chair with the documented accommodation request. The nature of the medical issue/disability will remain confidential but the specific accommodation being requested and the duration will be shared. The supervisor/department head/academic chair, in consultation with Human Resources, will determine if the request is a reasonable accommodation given university and department needs. The university is committed to working productively with faculty and staff members and their medical providers, as needed, to explore and determine what medical/disability accommodation(s) may be reasonable in any particular situation. The final decision about medical/disability accommodation will be communicated to the faculty or staff member in writing from Human Resources, including information about the duration of the approved accommodation.
Please feel free to contact me with any questions.
Cindy
Cindy Matern P’09, P’11 | Associate Vice President for Human Resources