A: As we know, each employee has a unique situation within their own unit, therefore it is up to the management team within the unit to determine the work modes available. An individual employee's work mode and options for flexibility will then be approved by that employee's direct supervisor or manager.

A: As with any work decision made within a department, an employee should discuss their concerns with their direct supervisor. If they are not satisfied with the answers received, they can elevate their concerns through their management channels. The ultimate decision remains with the leader in that unit or their delegate.

A: While the content of work may be similar, it is up to the leadership of each unit to develop the best work practices, modes of work, organizational culture, etc. for that unit. The unit leadership will have ultimate authority to make these decisions.

A: Yes. At this time, daily screening using the ResponsiBLUE app remains in place. For more information, visit the Campus Blueprint website.

A: All students, faculty and staff on the Ann Arbor (including Michigan Medicine), Dearborn and Flint campuses are required to be vaccinated against COVID-19 and submit their vaccination information to the university. Those not fully vaccinated by August 30 must participate in weekly COVID-19 testing until fully vaccinated.

A: Supervisors may be required to ask about vaccination status if reporting data show an employee has not submitted vaccination information or requested an exemption or extension.

A: For those areas utilizing shared/hotel workspaces, staff are expected to clean the workspace before leaving using provided cleaning supplies. If desired, staff may also clean the workspace upon arrival.

A: Employees must work at the location required by their job. If your job allows for a flexible work location, you can discuss possible options with your supervisor. The university will continue to follow health and safety guidelines to maintain a safe working environment.

A: If an employee states they have a COVID-related personal medical issue that prevents them from working on-site (i.e., the employee’s own medical condition), the department will refer the employee to Work Connections to manage the medical documentation, as is done with other medical requests.

A: All B&F staff are required to complete EHS Covid-19: Working Safely at U-M training via My LINC.  This 45-minute module addresses:

• Workplace infection-control practices
• The proper use of personal protective equipment
• Steps the employee must take to notify the university of any symptoms of COVID-19 or a suspected or confirmed diagnosis of COVID-19
• How to report unsafe working conditions

A: If you’re working in a fully remote or hybrid model, it will be necessary to come into the workplace to pick up office supplies. Shipping of items—including office supplies—to remote work locations is not allowed. See U-M's Remote and Flexible Work Agreements for more information.

A: No. Per U-M's Remote and Flexible Work Agreements, you are responsible for all expenses related to off-site work, including—but not limited to—office furniture, internet connectivity, cell phone usage, and commuting.

A: You can find a number of resources to support personal mental, emotional, and physical well-being on the UHR website, including ergonomics resources.

A: Daily parking passes are available and the previous 60 days per year cap on daily parking has been lifted. In addition, Logistics, Transportation and Parking is developing long-term plans based on the university’s evolving work models.

A: Generally speaking, work from home is not intended to be a substitute for family care demands during working hours. During COVID, the university has encouraged departments to be flexible with scheduling and employees’ family care needs. 

If an employee's family care demands inhibit their ability to perform their work during working hours, they may need to discuss with their supervisor whether other arrangements, such as a flexible schedule, might be possible. The degree of flexibility may vary depending on the job.

A: At this point, hiring remote employees to work from foreign countries should be discouraged, absent compelling business reasons, and made only after careful review and approval from central administration.

For units contemplating allowing remote work out of state, it will be important for them to be aware and account for the possible added risks and costs that may be incurred with out-of-state remote employees. For more information, visit the Remote Employment section of the UHR website.

A: No. If you’re traveling from your remote work location (e.g., home) to an on-site office, conference room, or other location for a required meeting or activity, it’s considered commuting and isn’t eligible for reimbursement.

A: You can find a list of live and on-demand sessions available to U-M faculty and staff on performance management, communication, managing stress and anxiety and more on the UHR website.

A: Yes. Employees who have received approval from their supervisor, unit HR, and central offices as appropriate to work off-site must have an agreement on file with their department.

A: Providing meals/beverages paid for—or reimbursed—by U-M for B&F employees working remotely is not allowed. As a reminder, university leadership has encouraged all U-M employees to continue to be judicious in their use of university resources.

A: Units should continue to request approval of events through their leadership, so refer to your leadership for guidance. In addition, for any on-campus events, refer to the EHS COVID-19 Guidelines for Campus Facilities(see “Gatherings”).

A: Usage of workspace in U-M buildings will be determined at the department/unit level.

• A: B&F staff working in remote or hybrid roles will be provided only one package of equipment, including a computer workstation and software package, consistent with what would be provided in an on-campus workspace.  The standard B&F technology package will include the following:

  • Laptop, docking station, and all connecting cords

  • Single or dual monitors 

  • Mouse

  • Keyboard

  • Headset (depending on business need)

Yes, as part of their Remote Work or Flexible Workplace agreement with their supervisor. In some cases, departments may specify additional requirements, such as providing advance notice.

A: Technology to support inclusivity across various work models is important. Each area is developing plans for their spaces based on their specific needs.

A: Yes, according to the Remote and Flexible Workplace agreements, certain meetings are mandatory and may require the employee to be present.