Employment Resources

Will all employees be required to work fully in-person?

Yes. But, there may be some rare exceptions in very limited situations. Employees should speak with their supervisor.  

What if I relocated or made changes to my work/life setup, including child or elder care, based on previous remote work arrangements?
We understand that this transition will affect employees differently, depending on their individual circumstances. Please speak with your supervisor and HR Business Partner to discuss individual concerns and determine available options.

Will this affect staff schedules and office space?
Changes to workspace needs and scheduling may happen as employees return to full in-person operations. Departments will evaluate these effects and share any updates about office assignments.

Will we have enough parking once everyone returns to campus?
 Yes. Please review parking information here.

Will employees be able to request telework accommodations or exceptions as part of Worker’s Comp and Disability Accommodations?
Yes. Employees may request telework as a reasonable accommodation under the Americans with Disabilities Act (ADA). These requests will be reviewed through HR's established ADA process, following all applicable ADA guidelines.

How does this policy affect faculty and staff with ADA accommodations for fully remote work?
Faculty and staff with approved ADA accommodations for fully remote work will not be affected by this policy. However, like all accommodations, these arrangements should be reviewed regularly to ensure they remain appropriate.

The university is reinforcing its commitment to student success, employee engagement, and institutional excellence by continuing to support a primarily in-person work environment. As we transition back to regular campus operations, updated guidance is available for supervisors and staff regarding flexible work practices and exceptions.

Return to Campus – Key Updates
 
To align with institutional goals and ensure equitable and efficient service across campuses, the following expectations will take effect:

• Effective Sept. 2, 2025, staff are expected to follow the standard in-person work schedule designated by their division, college, or department leadership.
• Ongoing flexible work arrangements will be considered only for roles with approved contractual arrangements, infrastructure limitations, or space constraints supported by a formal flexible work agreement.
• Requests for telework as a medical accommodation will be reviewed through the Americans with Disabilities Act (ADA) interactive process coordinated by Central Human Resources.

Flexible Work Request Process
 
Employees who want to continue working remotely, whether in a hybrid or fully remote role, after Sept. 2, 2025, must submit a formal request through the Flexible Work Request Process. Each request is reviewed individually and must be approved by the employee’s supervisor or designee.
 
Supervisors are responsible for providing clear, documented justification for flexible work requests. These justifications should fall under one of the following categories:

• Critical Skills or Retention Needs: Use this category to justify requests involving roles that are difficult to fill or retain due to labor market constraints or specialized skills.
  
  • • Example: An Applications Developer in Information Technology has a unique skill set. Previous recruitment efforts yielded limited applicants, and comparable roles in the Tampa Bay region frequently offer remote options. Continuing remote work will support retention in this role.
• Business Needs: This category applies when flexible work supports the operational effectiveness of the department or contributes to mission-critical work.
  • • Example: A regional Admissions Recruiter assigned to North Florida frequently travels to high schools and community events in their designated territory. Requiring them to report to the Tampa campus between trips would be inefficient and costly. A remote work arrangement maximizes their availability and outreach.
• Other Considerations: If the justification does not fit into the categories above, provide a detailed explanation of the business rationale supporting the request.
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Supervisor Responsibilities and Considerations

Supervisors play a key role in ensuring that flexible work decisions are equitable, transparent, and aligned with USF values. Before submitting a recommendation, supervisors should be prepared to address the following:

• • How will employee productivity and accountability be measured?
  • Does the employee meet or exceed current performance standards?
  • Does the request meet USF’s flexible work eligibility criteria?
  • Is the review process being applied consistently across the team or unit?
  • Will service delivery remain at or above current levels with this arrangement?

Important:

• • Commuting distance, space limitations, or personal convenience should not serve as the primary rationale for telework approval.
  • Additionally, supervisors are encouraged to consult with their HR Business Partner for guidance in evaluating requests and ensuring policy alignment.