| Adoption: | June 23, 2026 |
| Instance of Approval: | Administration Committee |
| Responsible Service: | Vice-President, Finance and Administration |
1. Background and position
Within the framework of achieving its mission, including teaching, research and community services, and with a view to ensuring the provision of quality services, the promotion of effective team cooperation and the preservation of the vitality of life on campus, the University of Ottawa reaffirms that the campus is the primary location of work. Several of its activities take place seven (7) days a week and it is fully operational five (5) days a week. Consequently, organized, consistent and predictable employee attendance is expected from Monday to Friday, and delegated managers* are authorized to require and organize the presence of teams and to set telework agreements that ensure the proper operation of activities and compliance with institutional guidelines.
Telework is a regulated flexible work arrangement and not an acquired right. It is granted based on the University’s operational, organizational and pedagogical requirements and may be revised, modified or withdrawn at any time in order to meet institutional requirements.
2. Institutional model
The model is based on the concept of an on-campus presence. Telework is a flexible arrangement that may be authorized within the parameters set by the institution, namely:
• Expected work attendance on campus: up to five days a week
• Telework allowed: maximum of two days a week
• No agreements may exceed this maximum
This model aims to ensure complete coverage of campus activities for the entire week, as well as an organized distribution of personnel that can support the full operation of campus from Monday to Friday.
3. Guiding principles
3.1 Official location of work: Campus remains the official location of work
3.2 Principle of continuous operation (five days): Given that the campus is open seven (7) days a week and is fully operational from Monday to Friday, delegated managers must organize their team’s presence on campus, including through telework agreements, in such a way as to ensure a continuous team presence and adequate distribution of personnel from Monday to Friday.
3.3 Right of management: Delegated managers may, at any time and with reasonable notice, deny, modify or withdraw any telework agreement to ensure that services and activities are adequately provided and that operations run smoothly.
3.4 Minimum attendance and distribution of personnel: Delegated managers must ensure that enough employees are present each business day and that personnel distribution is evenly balanced over the course of the week.
3.5 Managerial attendance: Delegated managers must maintain an increased presence on campus consistent with their leadership responsibilities, team guidance and the organization of activities.
3.6 Onboarding and probation: Delegated managers must ensure an increased presence during onboarding and probationary periods.
3.7 Peak periods: Attendance requirements may be increased based on operational needs, particularly during periods when on-campus activities intensify work requirements.
3.8 Institutional equity: This directive must be applied consistently throughout the University to ensure equity between sectors while taking into account the operational conditions specific to each faculty or service.
4. Adjustments for operational conditions
Specific arrangements may apply to some sectors (night operations, specific restrictions, etc.). However, any adjustment must rigorously comply with:
• the parameters of this directive
• the principle of presence on campus five days a week
• the principle of equity between sectors
5. Governance and accountability
The implementation of this directive rests on clear accountability for delegated managers, who must:
• ensure that this directive is rigorously applied
• show that all telework agreements comply with established principles and limits
• guarantee an adequate presence and consistent distribution of personnel over five days
• rigorously monitor any exceptional situation by ensuring that it is duly justified and fully compliant with the principles of this directive
• ensure that practices in their sector are consistently applied
All agreements must be able to be justified on the basis of operational requirements and institutional guidelines. Delegated managers are responsible for ensuring and demonstrating, as needed, that their unit’s overall telework plan fully complies with the guiding principles and parameters of this directive at all times.
6. Role of delegated managers
Delegated managers are responsible for:
• assisting their subordinate managers in applying this directive and in ensuring that their practices align with their obligations
• planning, guiding and reviewing telework agreements over the course of the annual cycle
• ensuring an adequate team presence
• actively managing telework agreements
• managing performance
• setting up appropriate monitoring mechanisms
7. Role of Human Resources
Human Resources will:
• ensure institutional consistency and alignment with this directive
• implement monitoring mechanisms and tools
• analyze the application of agreements (attendance, gaps)
• propose recommendations or make adjustments as required
8. Institutional monitoring and control
Monitoring mechanisms will allow us to:
• verify the application of telework agreements
• analyze particular situations and their compliance with set parameters
• evaluate consistency between sectors
Delegated managers must be able to demonstrate their compliance with this directive at all times.
9. Adoption
This directive will take effect on July 1, 2026, following its approval by the Administration Committee.
A transition period may be granted, subject to compliance with institutional requirements and the approval of the delegated managers.
* For the purposes of this document, the term “delegated managers” refers to deans, associate vice-presidents, vice-provosts or any other equivalent management level