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Ontario Tech acknowledges the lands and people of the Mississaugas of Scugog Island First Nation.

We are thankful to be welcome on these lands in friendship. The lands we are situated on are covered by the Williams Treaties and are the traditional territory of the Mississaugas, a branch of the greater Anishinaabeg Nation, including Algonquin, Ojibway, Odawa and Pottawatomi. These lands remain home to many Indigenous nations and peoples.

We acknowledge this land out of respect for the Indigenous nations who have cared for Turtle Island, also called North America, from before the arrival of settler peoples until this day. Most importantly, we acknowledge that the history of these lands has been tainted by poor treatment and a lack of friendship with the First Nations who call them home.

This history is something we are all affected by because we are all treaty people in Canada. We all have a shared history to reflect on, and each of us is affected by this history in different ways. Our past defines our present, but if we move forward as friends and allies, then it does not have to define our future.

Learn more about Indigenous Education and Cultural Services

Terms & Conditions of Flexible Workspace Pilot Program

  • (i) Definition of “Work Arrangement”

    Any approved work arrangement acknowledged and signed by both the employee and manager is considered a temporary condition of employment.

    For the purposes of any expression of interest and any subsequent approval by your manager, the term “work arrangement” represents the aspect of your regular work week related to work location only. For clarity, “work arrangement” does not consider hours of work, including regular start and end times, as a term or condition of employment contemplated under any part of this pilot program whatsoever or as forming the basis of any application, discussion, or decision related to this pilot program.

  • (ii) Requirement for On-Campus Attendance

    All approved work arrangements will require the employee to attend campus in-person for at least one (1) regular work day per week. Where a statutory holiday or approved vacation day falls on a scheduled day the employee is expected to be on campus, the employee will not be expected to substitute an alternative day during the same week to work on campus.

    Exceptions to this minimum requirement may be considered from time to time and only where the employee’s manager considers that the request is due to circumstances beyond the control of the employee. However, any recurring requests or requests over an extended period of time for such consideration will be reported by the employee’s manager to Human Resources Services for consultation prior to any decision being made.

  • (iii) Emergent Need to Adjust Work Arrangement

    Emergent Need’ shall include any unplanned or unexpected event or activity, or event or activity on a future date(s) known by the employee or manager, that will require the presence of the employee on campus for a particular day or for a series of days.

    The employee understands and agrees to the expectation to attend to on-site work (i.e. on campus) where an emergent operational need is confirmed and where the employee, who would otherwise not be expected to be on campus as per their work arrangement, is so advised by their manager. Recognizing that not all emergent operational needs are predictable or can be anticipated, the manager is expected to provide the employee with as much reasonable notice as possible.

    Where emergent need arises, managers are encouraged consider operational requirements and to explore an alternative day(s) during the same week where the employee is agreeable to work remotely.

  • (iv) Change to Approved Work Arrangement

    Approval of any work arrangement is subject to change at the sole and exclusive discretion of the employee’s manager where, in their opinion, reasonable circumstances exist that require the work arrangement to be adjusted. However, any indefinite change initiated by the employee’s manager to a previously approved work arrangement will require twenty (21) calendar days’ written notice prior to taking effect.

    The written notice period established herein can be reduced or extended at the mutual agreement of both the employee and manager.

    Both the employee and manager may request of the other an opportunity to review the approved work arrangement for the purpose of adjusting or revising the applicable terms and conditions of the work arrangement. A request for consideration to do so will not be unreasonably withheld.

  • (v) Conducting Work Outside of Ontario

    The employee understands and agrees to provide notice to and seek approval from their direct manager for any scheduled periods where normal work duties are being performed while outside of the province of Ontario.

  • (vi) Term and Duration of the Pilot Program

    Whereas the university has initiated this program on a pilot basis, the terms of any approved work arrangements approved under the auspices of this pilot program are considered to be in effect until March 3, 2023 or an earlier date upon which the framework of this pilot program is formalized.

    With appropriate notice and consideration, the terms of the pilot program and any work arrangements thereunder may be revised, amended, or revoked from time to time by the university, as needed. Where the university or a representative of the university chooses to revoke a work arrangement established under this pilot program, the affected employee will be provided notice consistent with the period under paragraph (iv).

  • (vii) Emergency Measures

    The University may, on its own or in response to government and/or public health direction and recommendation, suspend this pilot program, including all approved work arrangements, to enforce measures designed to prioritize the health and safety of our employees and the broader university community.

    Where such a decision is made, the University will communicate with affected employees as soon as is reasonably possible.

  • (viii) Change in health and safety conditions

    It is acknowledged and understood that the employee shall immediately notify thier manager of any circumstances that require revision to the completed Health and Safety Checklist which informed the manager’s decision to approve the flexible work arrangement.

    Any changes to the Health and Safety checklist will require manager’s review and approval for the continuation of the work arrangement in place at the time the manager was made advised of such changes.