Hybrid and remote work

Hybrid working arrangements are available to staff (where their roles permit) and includes a combination of primarily working on campus, and working from home up to 40% of time.

The model aims to balance staff flexibility, with our organisational attributes and commitment to on-campus operations which support the interaction, collaboration, and campus vibrancy inherent in University culture and high performing teams.

Remote working arrangements greater than 40% of time may also be available as a staff flexibility arrangement under approved circumstances. Requests may be refused or limited depending on operational requirements.

Workplace Attendance Procedure

The Workplace Attendance Procedure supports the Employment Conditions Policy (both currently being finalised) and sets out the provisions for workplace attendance arrangements including ad-hoc, hybrid, and remote work arrangements.

As Charles Sturt is committed to on-campus operations employees are expected to attend campus and/or allocated work area for the purposes of performing their employment duties.

Hybrid and remote working is not a staff entitlement but may be approved in accordance with the procedure.

Where staff are performing work at home, a WHS Self-Assessment Checklist should be completed.

Hybrid working

Divisions and Faculties may establish local level instructions that set out specific provisions for hybrid work arrangements within their organisational units. Instructions will take account of team functional responsibilities, service delivery and stakeholder requirements, and support effective team communication and collaboration.

Resources

Remote working

Approval of remote work arrangements greater than 40% of time will normally be limited to circumstances such as those set out in the eligibility criteria of the Fair Work Act, or where required as part of a talent attraction/retention strategy.

Approved arrangements should be documented using a Remote Work Agreement.

COVID-19 and other emergency situations

Where an emergency or incident (e.g. pandemic) impacts staff safety and attendance at the University's campuses, the University may initiate remote working arrangements and/or other appropriate measures to manage operations and reduce risk for staff.

Information about returning to campus and COVID concerns can be found on the COVID 19 Staff Hub page.

Frequently asked questions

What is the difference between ad-hoc, hybrid and remote working?

  • Ad-hoc

    Infrequent and flexible attendance arrangements may be approved between the employee and their supervisor, subject to operational requirements and local work practices. If this is ad-hoc and not regular or consistent days you are not required to lodge an application but you do need approval from your supervisor.

  • Hybrid working

    Hybrid working is a form of flexible working arrangements that provides staff (where their roles permit) a combination of working on campus and working from home up to 40% of their work time.

  • Remote working

    Remote working is when you request to work more than 40% of your work time remotely. Requests may be refused or limited depending on operational requirements. Applications for Remote working must be submitted using the Remote Work Agreement. Remote work arrangements will normally be limited to exceptional circumstances

Hybrid working

  • We’ve proven we can work from home during the pandemic, why can’t we continue working remotely full-time?

    The University remains committed to our on-campus operations which support the interaction, collaboration and campus vibrancy inherent in University culture.

    The primary drivers for returning to campus are the student experience, a connected workforce, reduced social isolation and actively contributing to our vibrant regional communities.

    Working from home has been largely successful while students were also off campus, but with the return of on-campus students, there is a strong desire to provide a vibrant environment which students expect when choosing and paying for on-campus learning.

  • What do I need to do before the hybrid working arrangements commence?

    You should speak with your supervisor about your hybrid work intentions and submit a request. If you do not have an approved hybrid work arrangement (or remote work agreement) by the return to campus date you will need to return to campus on that date.

  • How do I apply for a hybrid working arrangement?

    A written request via email will be required to be submitted to your supervisor, this will be reviewed in line with the portfolios framework for hybrid working. Your supervisor will advise the outcome.

    Applications for hybrid work are not administered or stored with DPC.

  • Once approved, can my hybrid work arrangement be changed or revoked?

    Yes, your manager may change or revoke a hybrid work arrangement if they identify it is impacting operational requirements or your effectiveness in the role.

  • Can I choose what days I work from home?

    When submitting a request, staff may nominate their preferred pattern for hybrid working. Managers will review requests in line with operational requirements and role suitability.

  • Can part-time staff and casual staff also request a hybrid working arrangement?

    Yes, part-time and casual staff can request a hybrid working arrangement, on a pro-rata basis. Managers will review requests in line with operational requirements and role suitability.

  • What if my whole team wants to continue working from home?

    Staff are required to attend the workplace as part of their employment conditions. Hybrid working arrangements are now available (where roles permit), and requests to work remotely greater than 40% of time will be considered on a by exception basis as was the case prior to the pandemic.

  • Will the University supply me with two sets of IT/office equipment?

    Staff who require IT equipment and office furniture to perform their roles are provided with one set for business use only. DIT preference is that CSU managed/imaged devices are used by all staff.

  • Will I receive an allowance for internet & electricity costs?

    It is a staff members choice to request a hybrid working arrangement therefore all associated costs are the responsibility of the staff member.

  • Can I work from an interstate or international location?

    The University is generally not supportive of ongoing requests to work from interstate or international locations and these arrangements may only be approved in exceptional circumstances. There are often specific limitations such as insurance, taxation, and employment law jurisdictions which can complicate arrangements.

Remote working

  • How do I apply for a remote work?

    You will need to discuss your request with your supervisor and with their support complete a remote work agreement.

  • What if I have a Remote Work Agreement in place already?

    The Remote Work Agreement and associated arrangements will continue to apply in accordance with its terms and conditions.

  • What if I currently work remotely on a permanent basis?

    Staff working remotely on a permanent basis have generally been employed under these terms and conditions due to University requirements and therefore will continue with the arrangements accordingly.