Eligible remote staff at UT could face 'limited' opportunities after end to remote work

After University of Texas staff were told almost all remote work would end by August, human resources guidelines say that eligible staff who choose to work remotely "may have limited career and promotion opportunities."

These potential limitations, the guidelines say, are "in part because of the difficulty in growing into supervisory, managerial and leadership roles."

UT spokesperson Mike Rosen said the guidance realistically advises that there are "fewer jobs available for remote work the higher a person advances," such as in management. He reiterated that remote work will only apply to select situations, as only a "small number" of roles will be eligible, according to President Jay Hartzell's announcement.

Employees with disabilities can go through existing university policies to seek accommodations, Rosen said, and will not have opportunities "restricted by work location" if remote work is approved.

More: UT to end remote work for almost all employees in fall. Why union members are 'horrified'

The university currently employs more than 14,500 staff members. Hartzell said the return to full in-person work will help create "a more complete and engaging learning experience."

Anne Lewis, a UT faculty member and member of the Texas State Employees Union executive board for Central Texas, said the push for full in-person work and potential limitation on career advancement for remote workers seem to show a "lack of respect" for staff.

"To say that you're now not competitive because your life circumstances make it much better for you and more productive for you to work remotely, that just seems bizarre," she said.

Who is eligible for remote work?

The new expectation is that staff will be on site full time. But staff members can fill out a flexible work arrangement form to seek approval for remote work from their supervisors, per the HR policy page.

Senior leaders, managers, staff servicing a UT property and those regularly working in contact with other UT community members are not eligible for remote work, the site states.

But leaders are advised to allow a minimum of four days per week on site for some health, academic or career advisers who seek flexible work arrangements and "consistently work extended hour schedules to serve students," and a minimum of three days on site for roles like internet technology support, administrative positions and positions involving internal, service or transactional work.

Supervisors will also have discretion in determining remote needs of roles with "high levels of individual time" such as accounting or payroll.

"Deans, Vice Presidents, and other appointed leaders of a CSU are responsible for the successful execution of their organizational mission," the HR policy states. "They must consider this duty when exercising their discretion to approve or deny exceptions to guidelines."

Lewis said she worries the new guidance will prevent supervisors from approving remote work for individuals who need it due to their individual circumstances, such as a long commute time or caregiving responsibilities.

A telework contract states the arrangements "are not considered permanent and may end at any time for any reason, including performance concerns, organizational needs, or team structural changes," and that there will be at least an annual review of flexible work arrangement needs.

Staff under this contract also must "allow appropriate University administration personnel to inspect their designated remote workplace location at mutually agreed-upon times" to ensure proper working conditions, it states.

Reactions?

Gov. Greg Abbott praised the end of remote work at UT in a post on X.

"This is the way," his post said. "It's past time to get back to work."

Pauline Strong, the president of the UT chapter of the American Association of University Professors, said members of the chapter are grateful for the clear policies on flexible work arrangements "and urge administrators to apply the policies fairly, equitably, and transparently."

But Strong also expressed fear that the end of remote work will lead to more turnover, particularly after decreased morale associated with inadequate pay and the termination of former diversity, equity and inclusion staffers in April.

"Faculty rely greatly on experienced staff and know that staff value flexibility in their work arrangements," Strong said.

This article originally appeared on Austin American-Statesman: Remote staff at UT 'may have limited' work opportunities, HR says