Employees and superiors returning to work on campus should visit COVID 19`s Resources page on Employee Gateway to view the corresponding return to work, the staff accountability matrix, information on necessary health, hygiene and safety training, and information on the flu requirement (see also on the FAQ page – scroll down the Flu Vaccines section). While not necessary, we strongly encourage employees working from home to receive a flu shot. However, if employees are working on site by the spring semester of 2021, they must provide documentation on influenza vaccination. Your HR partner can help you determine the schedules typically used for your department as well as the appropriate options. Most employees work a 7.5-hour or 8-hour business day. For example, many employees work a similar schedule at 8:30 a.m. to 5 p.m. with one hour for lunch (7.5 hours per day), 8-16 hours with half an hour of lunch (7.5 hours per day) or 6-14:30 with a half-hour lunch (8 hours). As the head of your unit, you have the right to change schedules by working with your supervisor, HR partner and staff to meet the business requirements of your unit and the individual requirements of your employee.

USC supports flexible hours, telecommuting and other employee-friendly options – but you need to ensure that your company`s business requirements are met optimally and that your team continues to work at the highest level. (Food workers who, in accordance with the governor`s executive order that came into effect on April 16, 2020, are eligible for additional paid sick leave, continue to receive additional paid sick leave, but will not receive overtime with the passage of this new law.) Authorized employees who are required to work during the winter break do not waste this paid time, but you must use it within the following time frames: USC is committed to providing its employees with a healthy, safe and flexible work environment. A Home Work Agreement (WFH) provides the university with the opportunity to invest in the diversity and inclusion of its people. To ensure the safety of our staff, we need an application process. All applications are reviewed on a case-by-case basis by the supervisor for review and subsequent approval by the cost manager. The Data Protection Commissioner and the officer are responsible for meeting the requirements set out in these guidelines prior to any request for approval of an WFH agreement. If all requirements cannot be met, it is up to the supervisory authority to ensure that appropriate alternative measures are taken. Yes, employees whose child care centre is closed or who do not currently require child care because they work from home can block their flexible expense account because these situations meet the criteria for a qualifying event.