Accessibility, availability, collaboration, and inclusion

Where possible, staff should include their work location for any particular day within their Outlook calendar. Virtual accessibility when working remotely means teams can work together collaboratively and ensures colleagues are able to arrange meetings based on the indicated availability of all attendees. To support this, staff should remain visible and accessible when working remotely through Teams, Outlook and other standard communication channels.

Managers are expected to include all members of staff in team activities, regardless of work location, and manage teams inclusively.

College policies and procedures must be applied in a way that does not affect the treatment or progression of staff, regardless of work location, to ensure we continue to promote and advance equal opportunities and inclusion in employment.

Staff with caring responsibilities must ensure appropriate care is in place for their dependants during their working hours regardless of whether they are working onsite, hybrid or 100% remote.

Recruitment and work location

Staff recruited during the review period will be treated in the same way as current staff. During the recruitment process/on the commencement of employment, discussions should be held with these staff on the same basis as the process for determining work location for current staff, and any arrangements documented in the same way as for other staff, making clear work location is agreed on a trial basis.

Absence and work location

All staff should follow the usual procedures for notifying their manager if they are unable to work or wish to request annual leave or special leave. 

Staff who are unwell (whether working onsite or remotely) are expected to inform their line manager in accordance with the Sickness Absence Policy and will be required to log their absence as sickness on TeamSeer. Staff should not usually request to work remotely if they are unwell.