You are now in the main content area

Who Returns to Campus

Remote work continues where possible

Employees who can work remotely should continue to do so. In order to continue to support physical distance in the workplace, who returns to campus, when and how often will need to be proactively managed.

Prioritizing who returns and when

Work with your HR partner to prioritize and plan for return using a tiered approach, outlined below.

Leaders must coordinate team returns with department/faculty heads and any other group that share a floor or physical space.

Different teams/groups of employees may return on a rotating basis to meet operational requirements. 

Remote work continues wherever possible

Remote work will continue until at least January 2021. At this time, only the following areas are returning to campus:

  • critical positions in priority areas identified by university leadership
  • research labs as approved by OVPRI
  • roles that require campus access is required to support the preparation of a Fall Semester, where approved by leadership.

Within each of these scenarios, no more than 30% of the employees that use a physical workplace should be on campus at any one time. In areas where space is shared by multiple departments, a coordinated approach must be taken to ensure physical distancing is maintained.

Planning for a future gradual return 

As you begin to consider a future gradual return, in keeping with physical distancing practices, for phase one, it’s recommended that no more than approximately 30% of employees that use a workplace are on campus at one time. This amount will be updated according to public health recommendations and as we continue to prioritize the safety and wellbeing of our community.

To determine which of your employees may need to return first, consider which positions require access to on-campus facilities, equipment, and resources to do their job.

Sample scheduling options 

To help you schedule for your employee’s return to campus, review possible scheduling options and templates.

Team scheduling: Create smaller working teams that alternate working from campus and remotely every two weeks.

Four-day on-campus workweek: Employees work four days on campus and then 10 days at home. If an employee becomes sick during their four days on campus, they will be at home for 10 days to manage potential COVID-19 related illness.

Staggered scheduling: Stagger start/end times, breaks or alternate work hours to avoid employees on campus at the same time or travelling during peak traffic hours.

Employee preference: Ask employees if they would like to return to the campus first. Some employees may wish to return to campus once the opportunity becomes available because they lack tools or equipment that would make their job easier and/or their home environment is not conducive to remote work.

Maximum benefit: Identify teams that benefit from real-time collaboration, rely on hard-copy admin processes, or other configurations and schedule these groups to work at the same time of day (either from campus or remotely).

For examples of each option, google docreview scheduling templates, external link.

Please note you will need to be logged into my.ryerson.ca to access this document.

Supporting vulnerable employees during return-to-campus planning

Ryerson’s first priority is employee and student safety. Some individuals are more at risk of getting an infection and developing severe complications due to their circumstances. Employees may be vulnerable themselves or live with or closely interact with individuals who may be vulnerable.

Additionally, employees may have varying degrees of comfort relaying this information to their manager and are not required to disclose medical conditions.

If an employee advises they may be at a higher risk of illness from COVID-19 due to a pre-existing health issue, please advise that they contact Workplace Wellbeing Services. In cooperation with the employee's doctor, Workplace Wellbeing Services will work with leaders and employees where possible to:

  • implement preventative strategies in the workplace 
  • determine if remote work arrangements are necessary.

Employees who are concerned about exposure due to vulnerable loved ones or a person in their household should speak to their manager and/or human resources partner. As these scenarios arise, leaders should contact their human resources partner for guidance.