This page provides information for UCI staff related to the COVID-19 outbreak. This page is updated as new information becomes available. Please check back often.

Tools to Help Manage Telecommuting

Commitment to Equality, Diversity, and Inclusion

During this unprecedented time, UCI Human Resources reaffirms its strong commitment to inclusive excellence and demonstrates this commitment by helping to create an environment that is perceived to be fair, open, cooperative and empowering for all UCI employees.

Complying with the American Disabilities Act (ADA) and Related Regulations for Telecommuting

Managers that receive requests from employees that have a current equipment set-up based on a disability accommodation and have expressed concerns regarding the ability to work remotely, should consult one for the following contacts:

Managers that receive requests from employees for ergonomic equipment, but the request is not related to an accommodation, may contact one of the following:

Ensuring Non-Discrimination in Determining Temporary Telecommuting

UCI is committed to enforcing and maintaining employment policies and procedures that comply with applicable state and federal non-discrimination laws and regulations. In compliance with federal and state laws, as well as UC policies, UCI prohibits discrimination and harassment on the basis of age, disability-medical condition, genetic information, marital status, race, color, national origin, religion, retaliation, sex, gender identity and expression, sexual orientation, and covered veteran status. As such, UCI reminds managers that they are prohibited from discriminating against an employee on the basis of a non-work-related criterion when considering when determining whether to allow a temporarily telecommute arrangement.

Furthermore, UCI reminds managers that they should consult with the Office of Equal Opportunity and Diversity should an employee raise any issue related to discrimination, harassment, or reasonable accommodation under ADA.