Last Updated: February 1, 2022 3:29:57 PM PST
This page offers an overview of frequently asked questions relating to returning to on-site work at UC San Diego, including flexible work arrangements. Visit the Return to Learn website for current campus health and safety guidelines and for additional information about returning to campus.
If you have questions about planning for your department’s return to on-site work, contact the Return to Campus Support Desk at hr@ucsd.edu or 858-246-3570.
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General Questions: Returning to On-Site Work
What are the steps for returning to campus for on-site work?
Vice Chancellors have designated Return to Campus project teams for their areas. The first step is for each VC area to determine the opportunities for flexible work arrangements for their respective areas.
Staff will then be given a 30-day notice commitment for communication of work arrangement change. If necessary, employees and supervisors should have an open dialogue to decide on a flexible work arrangement that fits operational needs.
Is the COVID-19 vaccine required for UC San Diego employees?
What are the current guidelines for masking and distancing at work?
While physical distancing guidelines have been relaxed in indoor spaces, there have been no changes to UC San Diego’s current masking guidelines. Regardless of vaccination status, everyone must wear a mask indoors. Exceptions include while eating, drinking, and working alone in a closed room or office.
View current campus health and safety requirements »
Are in-person events and business meetings allowed on campus?
What is the Work Location Status form?
The Work Location Status form is a tool for UC San Diego to gather information from employees regarding their work locations and schedules. This information is critical for campus space and safety planning, including ensuring appropriate density and occupancy levels in our facilities and for general emergency response needs.
All UC San Diego employees, including campus and Health, are required to complete and submit the Work Location Status form.
Learn more about the Work Location Status form »
When will the Flexible Work Arrangement Policy be finalized?
The employee comment period for the Flexible Work Arrangement Policy ended on July 7 and we are now in the process of finalizing the policy.
Will the Flexible Work Arrangement Policy apply to represented and non-represented employees?
The Flexible Work Arrangement Policy will apply to all employees, represented and non-represented. Unions were noticed of the Flexible Work Arrangements Policy. This policy does not alter the terms and conditions of employment.
Can I combine hybrid or remote work with an alternate work schedule?
If business needs are being met, remote/hybrid work can be combined with an alternate work schedule. Please consult with your supervisor and read the Flexible Work Arrangement policy thoroughly before submitting your agreement. For example, the policy states a 9/80 workweek would only be allowed for exempt employees since it would have a week of overtime (a 45-hour week as opposed to a 40-hour week).
Learn more about Flexible Work Arrangements »
What if I don’t agree with my supervisor regarding my Flexible Work Arrangement?
Supervisors are encouraged to share their reasons for each work modality offered to employees. Currently, operational needs are driving the decision-making and there may be opportunities to resume certain work that had been put off during the pandemic. We encourage you to discuss with your supervisor if you disagree with the work modality offered.
If further assistance is needed, you can reach out to the Return to Campus Support Team at hr@ucsd.edu or 858-246-3570.
If a meeting is scheduled when I am working off-site due to a hybrid or remote work arrangement, do I need to attend the meeting in person?
Employees should discuss all expectations with their supervisor, including participation in meetings. It may be possible to attend certain meetings via the internet or phone, but other meetings may require in-person attendance. Masks must be worn at all times during indoor business and research meetings, except for when eating.
Is my supervisor required to give me a certain amount of calendar-day notice before requiring my in-person attendance at a meeting or event?
When scheduling in-person employee meetings and events, supervisors should consider employees’ work arrangements. Whenever possible, supervisors should provide employees with three business days notice if requesting that they come to campus on a day that they’re regularly scheduled to work remotely.
What parking options are available to those with a hybrid work schedule?