Hybrid Work. Employees who can successfully complete their assigned work remotely or in the Star Tribune’s office with equal productivity will be given the choice of working completely remotely (but within the state of Minnesota or other locations pre-approved by the Publisher), completely in the Star Tribune’s office or a hybrid model, with a supervisor’s approval. The company has the right to measure and assess the performance of employees whether they are working in the office, remotely or hybrid, to ensure that the quality and quantity of their work meets or exceeds expectations. Employees will communicate regularly with their supervisors in advance about whether they are working remotely or in the office. Remote work will be treated the same as in-office work. Employees are not expected to respond to messages outside their scheduled shift, except in emergencies. The Guild and management will jointly meet at least once a year to review and evaluate hybrid work and will regularly discuss any changes triggered by unexpected emergencies. Employees working remotely are expected to be at their suitable work sites and performing work tasks during their regularly scheduled work hours. They are required to check their voicemail and e-mail at regular intervals during work hours, to be determined by their supervisor, and to respond to messages in a prompt manner. The company will evaluate the hybrid work model after one year, and employees will not be required to return full-time to the office before Sept. 30, 2023. However, supervisors may schedule employees to work in person at the office or other places where it is conducting its work. Such requirements for in-person work could include team or department meetings or tasks; news events such as Election Day / Night; relationship-building activities, such as for new employees; or news-related emergencies. Management must provide 48 hours of notice for employees to be in-office, except in an emergency. Employees may request exemptions from in-office work, such as for health or safety concerns, which will be considered case-by- case. As stated in Article 14, the company will furnish employees with the equipment deemed necessary to perform their work, in office, remotely or hybrid, without duplication of equipment. Employees will have 2 months’ notice about returning to the office on a permanent basis. If the company decreases its office space and implements shared desks, employees will be given at least 2 weeks’ notice. After ...
Hybrid Work. “Hybrid Work” refers to a flexible work arrangement when an employee is directed or permitted to work a specific number of hours each week from their designated home office location while permitted to work the balance of the work week in an ODJFS office location.
Hybrid Work. New letter or agreement confirming that virtual work is voluntary, can be initiated by the employee, and that arrangements will be considered on a case-by-case basis. The letter of agreement also provides for the creation of joint union-employer panel. Employee rights around hybrid work arrangements will be protected through a grievance process and grievances that were not settled prior to the final step of the grievance process may be referred to the joint union-management panel for review. The Employer also committed to establishing a Joint Consultation Committee which will be co- chaired by the Public Service Alliance of Canada to the review of the Employer’s Guide on Hybrid Work Arrangements.
Hybrid Work a workplace model that supports a blend of in-office and remote workers. Employees spend some of their work hours at their municipal worksite and others working from home.
Hybrid Work. Periodically working off-premises on one or more days per week, either at home or an alternate site.
Hybrid Work
