Consistent with the information provided by Interim Chancellor Van Gruensven on March 11th, 2020, the University of Wisconsin – Green Bay has made decisions regarding class delivery, spring break travel, upcoming events, and workplace expectations. This situation is unfolding at a rapid pace and the Office of Human Resources and Workforce Diversity will continue to provide timely HR-related updates to the employee community.
Short-Term Telecommuting Requests
At this time, UW-Green Bay campuses remain open and essential services will remain available. Employees are expected to report to work. However, there exists a greater need during this time to accommodate requests for flexibility in work relationships, including telecommuting. To that end, UW-Green Bay (in accordance with UW System Interim Policy #1200-01) is providing managers and employees resources in order to work through short term telecommuting arrangements.
- Short-Term Telecommuting Request – Employees may utilize this form to request a temporary telecommuting arrangement. *Those desiring to begin telecommuting on Monday, March 16th will have until noon (12:00 p.m.) on Monday, March 16th to return this form to their respective Area Leader. Area Leaders (cabinet-level positions) have the authority to approve these requests and forms may be routed electronically.
- UW-Green Bay HR Short-Term Telecommuting Guidelines & Frequently Asked Questions about COVID-19 –This document provides additional guidance related to telecommuting arrangements which may be requested on the Short-Term Telecommuting Request.
- Supervisor Guidance for Managing Remote Workers during Emergency Conditions – UW-Green Bay recognizes the value and benefit of telecommuting in appropriate work environments. This guidance will assist supervisors managing employees working under an approved temporary telecommuting arrangement.
In the event that the number of approved flexible work arrangements or accommodation requests in a particular area results in an office closure, the area must follow the guidance set forth in HR 14-17-3: Office Hours and Institutional Closures Policy. Permission by the Chancellor to implement discretionary closure remains subject to the Area Leaders discretion and will only be implemented in an individual Office with both the Chancellor’s permission and Area Leaders consent.
For more information about flexible work arrangements and employee leave, please see the UW System Coronavirus (COVID-19) Preparedness website.
Information Related to Student Employment
With Interim Chancellor Van Gruensven’s March 11th guidance to students to not return to campus until further notice, student employees should use their discretion about returning to work until further notice without jeopardizing their future employment. Telecommuting is not an option for most students unless their work provides direct assistance to other students (e.g. tutors, note takers, etc.). More information will be provided as the details are worked out.
Alternative Recruitment Processes
Travel guidelines received thus far will have a direct impact on our recruitment processes, specifically on-campus interviews. For recruitments in which on-campus interviews are not feasible for all selected candidates, we would recommend one of the following two measures be chosen:
- Delaying Interviews: delaying interviews for a short period of time will allow for more time to assess the feasibility of the on-campus experience to happen in-person. Should you wish to delay your on-campus interviews, please work with your HR Business Partner.
- Virtual Interviews: recruitment committees are encouraged to utilize technology available with either Skype, Zoom or another video chatting method to facilitate these interviews. If you have questions on how to use the technological tools, please contact the Help Desk at email@example.com or 920-465-2309 for assistance.
Yesterday, Interim Chancellor Van Gruensven distributed communication about travel restrictions. As of March 13, 2020, the Department of State has instituted a Global Level 3 Health Advisory, and employees remain encouraged to avoid any unnecessary travel until further notice. Please be advised that consistent with the directive by the Wisconsin Department of Administration, employees must report to their supervisors any out of state travel regardless of whether it is personal or business related. Please ensure that you communicate with your employees about this directive, and if they plan any out of state travel they must advise you as their supervisor prior to departure.
In line with the Chancellor’s communication from March 12th, if employees travel to the states of California, Washington or New York, they will not be able to return to work until they complete self-isolation for 14 days and monitor for symptoms of COVID-19 (including fever and cough). The Wisconsin DHS COVID-19 webpage provides instructions on how to self-quarantine and self-monitor for symptoms. During this time employees may be required to utilize sick leave or other paid leave for time missed from work.
We recognize these unprecedented events may cause stress and other life challenges for you and your family members and friends. We encourage employees to utilize individual providers through your health insurance program and/or UW-Green Bay’s Employee Assistance Program (EAP), which is available for all employees, to include student employees. EAP offers services to support employee well-being and resilience in work and life, including navigating anxieties related to COVID-19.
The Office of Human Resources and Workforce Diversity is also ready to support employees and supervisors who may have questions about benefits, leave, flexible work arrangements, and other personnel-related topics. Please do not hesitate to contact us at firstname.lastname@example.org or (920) 465-2390. For additional information, please see the UW-Green Bay Coronavirus Information Website as well as the UW System Coronavirus (COVID19) Preparedness website.
DEADLINE EXTENDED – University Staff Performance Evaluations
The new year is upon us, and with it begins the University Staff performance evaluation process for the evaluation period of January 1, 2019 – December 31, 2019. Annual performance evaluations are a key component to employee performance and development and provide employees and their supervisors an opportunity to discuss job performance, set goals for professional development, establish objectives for contributing to the department’s mission, and discuss expectations and accomplishments. In consideration of the decisions made due to Covid-19 (Coronavirus), evaluations are now due by Thursday, April 30, 2020. For more information on this, please read this blog post.