Your role as a leader

When work tasks are difficult for employees to complete remotely

Depending on the nature of the duties, supervisors may be able to temporarily modify duties and limit remote work to functions that can be performed online, via telephone or video conference, or other methods. If regular duties are not able to be performed, but alternative duties can be (e.g. develop a training manual), you may assign alternative work and reassess during the remote work situation.

Contact your HR partner to work with you on a case-by-case basis.

Maintain a list of Your staff

Keep an up-to-date list of all your employees and whether they are working remotely or need to come into campus so that you can ensure you maintain continuous contact.

Connect with faculty and staff

Check in with employees on a regular basis to assign work, review progress, monitor outcomes and ensure their health and wellbeing. Establish a protocol as to who will contact who at what frequency to ensure ongoing communication as necessary.

Offer support to your team

The messages we have to deliver in the pandemic may cause significant frustration and anxiety for faculty and staff. Managers, supervisors, AVPs, Deans and leaders can help faculty and staff normalize healthy conversations about their mental health. Leaders are encouraged to send messages to their teams:

  • Share your personal experience with COVID-19 or mental health, or being overwhelmed with work lately
  • Share what you do to pause and recharge
  • Acknowledge that the virus is reaching our own families, friends and selves

Create opportunities for your faculty or department by hosting virtual celebration events, social opportunities or gratitude exchanges. New pandemic-specific options have been added to the university e-card recognition app to say thank you to essential workers and send supportive messaging to struggling colleagues.

Take a look at our support page as well for resources available to you and your team.

Payroll and Time Tracking

If you have hourly paid employees working from home, ensure that they are continuing to submit their timesheets in Employee Self-Service for all hours worked in accordance with the payroll calendar. Hourly paid workers who are ill or who are required to self-isolate should submit their timesheets in PeopleSoft Time and Labour for their regularly scheduled shifts. Supervisors must ensure that they approve the time before the payroll deadline. Employees who need to work overtime must seek their supervisor’s authorization before the overtime is worked.

Take care of yourself and your team

In our role as leaders, our actions and behaviours tend to set the example for what is expected.  Modeling compassion, empathy, care and positive health practices will encourage healthy practices among staff.

  • Acknowledge your appreciation of your staff members’ contributions in an email or e-card
  • Speak with your HR partner for support.
  • Schedule regular time with your team to connect and discuss their needs. 
  • Encourage your staff to take some vacation time to recharge. 
  • Consider setting expectations and deliverables, rather than specific hours to accommodate faculty and staff needs at home. 
  • Encourage time for team maintenance. Provide opportunities to maintain social connection with their colleagues to reduce burnout and isolation.
  • Get immediate, confidential support with helping your employees through this difficult time and managing workplace conflict through our workplace advice line.
  • Encourage employees to access supportive resources and services through the Employee and Family Assistance Program.
  • Access learning opportunities:
  • Encourage employees to assess their home ergonomic setup. Use the Self Assessment Tool and e-course to help make the necessary adjustments to your workspace.