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Hybrid Work Resources
Humber Polytechnic’s Hybrid Work Model is committed to delivering an exceptional student experience by providing greater alignment with student needs and institutional priorities, enhance for an in-person collaboration engagement and consistency across departments to maintain fairness and transparency.
Detailed guidelines that support the implementation of the Hybrid Work provides a framework for the Hybrid Work Model and ensures:
- Greater alignment with student needs and institutional priorities
- Enhanced opportunities for in-person collaboration and engagement
- Consistency across departments to maintain fairness and transparency
Frequently Asked Questions
Yes. In the summer months, there may be more flexibility, but this depends on the nature of each role, the work performed by the unit, and the need to support student success. Decisions about scheduling flexibility will be made at the departmental level. Consult with your manager.
If Humber announces a campus closure due to severe weather (e.g., snow day), employees scheduled to work on campus will shift, where possible, to remote work for that day.
- Employees are expected to remain available during core hours and continue their work responsibilities remotely.
- Virtual meetings should proceed as planned, with cameras on unless exceptions apply.
- If an employee is unable to work due to power outages or other weather-related issues, they must notify their manager and use the appropriate leave (e.g., vacation or personal day).
- If children are home due to school closures, employees must still ensure they can work productively and meet their responsibilities. Remote work is not a substitute for childcare.
- If a snow day falls on one of your on-campus days, you will not be required to work another day on campus.
No. Hybrid work is not a substitute for sick leave, vacation, or other statutory entitlements. If you are sick or need personal time, please use the appropriate leave.
If you are unwell, use the sick leave absence on the HRMS and notify your manager. In some cases, your manager may allow you to make up the missed on-campus day later. If patterns of sick time emerge, your manager will follow up.
Medical accommodations are managed through Humber’s third-party benefits provider. Contact healthandsafety@humber.ca for guidance. Your privacy will be respected.
When working remotely, you must:
- Be fully available during core hours.
- Have childcare arrangements in place (remote work is not a substitute for childcare).
- Use cameras in virtual meetings unless exceptions apply.
- Maintain confidentiality and security.
An on-campus day means a full working day on campus, not partial. Splitting time between campus and remote work requires prior manager approval for exceptional circumstances.
Yes. Approved off-site meetings/events count as an on-campus day because they involve in-person engagement.
Managers are responsible for monitoring attendance and engagement. Persistent non-compliance may lead to revocation of hybrid privileges and, if necessary, performance management.
Hybrid work is a privilege, not a guarantee. If expectations are not met, the following steps will be taken:
- Your manager will discuss the concern with you.
- Coaching and support will be offered.
- A formal reminder may be issued with P&C involvement.
- Hybrid privileges may be temporarily revoked.
- Persistent issues may lead to performance management.
If widespread non-compliance occurs, Humber may remove the hybrid option and return to full on-campus attendance (five days per week), as before COVID. Our goal is to keep hybrid work sustainable for everyone.
