»Return to Campus Initiative

Chapman University’s mission is rooted in delivering an exceptional, student-centered experience – one that is best achieved when our colleagues are present, engaged, and accessible on campus. As we look ahead, we are requiring our staff and administrators to transition back to an in-person work environment to better support our students and the long-term goals of the institution.

Being on campus strengthens collaboration across teams, enabling more effective communication, faster and better decision making, and closer partnership in support of academic excellence and student success. It also creates meaningful opportunities for professional growth through mentorship, shared learning, and day-to-day connection.

We also recognize that a vibrant campus culture is essential to who we are as an institution. Daily interactions, shared experiences, and a present, engaged workforce contribute to a stronger sense of community, belonging, and pride in the work we do together.

All staff and administrators are expected to return on-site on or before Monday, August 3, 2026 unless they have an approved exception.

This policy applies to all staff and administrators, including those whose positions are “soft funded” through external grants or similar arrangements. 

Faculty and faculty-administrators play an important role as visible, academic leaders providing in-person instruction and through their research, creative activity, and service. Faculty’s time on campus and other responsibilities are addressed separately from this policy, through faculty contracts.

Part-time employees are expected to work in-person during their scheduled shifts.

You are still expected to be in the office five days a week to enhance team cohesion and effectiveness and to be there for one another. We believe that better collaboration between staff and administrators ultimately serves our students.

No.

You can obtain or replace your ID badge through the Public Safety Office located at 418 N. Glassell.

No. Chapman’s Campus Planning and Facilities teams are working with leaders to ensure everyone has a dedicated workspace on campus.

If you drive to Chapman, all university constituents (administrators, faculty, staff, and students) are required to have a Chapman parking permit and park in university owned or operated parking areas. Information about parking registration can be found on Chapman’s parking website. In addition, Chapman’s Parking & Transportation Services Office is actively studying our parking operations, and additional information about parking locations and options will be shared with the community prior to August 3.

Alternatively, in Orange, there is a train station that is conveniently located on campus and that some of our community members utilize to get to work.

We will work with you during the transition but, ultimately, employees are expected to meet on-site work requirements unless an exception is approved. If your situation has changed, you may submit an exception request for review.

We understand that returning to campus may require adjustments. Employees should use the transition period to make necessary arrangements. If you believe you need an exception, you may submit a request for review.

• You may submit a request for an exception to the In-Person Work Policy for Staff and Administrators. If you believe that you have an exception based on personal circumstance, medical conditions requiring accommodation, religious observances or practices, or per your offer letter or contract, please provide that documentation when requesting an exception through HR.

• If you are simply interested in requesting or continuing a modified in-person work schedule, (e.g. 7 a.m. to 4 p.m., 7:30 a.m. to 4:30 p.m., 8:30 a.m. to 5:30 p.m., or 9 a.m. to 6 p.m.); please fill out the Modified In-Person Work Schedule Request Form. The request should be reasonable, should still enable Chapman to meet its business needs, and should not reflect a truncated daily work schedule. If you receive approval from both your supervisor and your VP/dean, HR will review and consider your request.

If you are sick, we encourage you to rest and get well so that you can return to work at full capacity.  Our Sick Leave Policy also allows you to use accrued sick leave to care for an ill or injured family member. You should refer to the Sick Pay Usage and Accrual Policy for more information. 

No.

Submit your request for an exception no later than June 1, 2026, with supporting documentation, if applicable.

To support a smooth and structured return to campus, the university is implementing a 90-day transition period:

• Exception Request Period (May 4-June 1)
  Employees who want to request an exception must submit a request to Human Resources within the first 30 days, including any required supporting documentation.
• Review Period (June 2-30)
  All exception requests will be reviewed during the review period. Requests for information from departmental leadership will be made, as appropriate. This process may include follow-up discussions with employees who submit requests as part of an interactive review process, when appropriate.
• Notification & Preparation Period (July 1-31)
  Employees will receive formal notification regarding the approval or denial of their exception request. Employees who are expected to return to campus full-time will have approximately 30 days to make necessary personal arrangements, such as transportation, childcare, or scheduling in preparation for their return.

All employees are expected to return to campus on Monday, August 3, 2026, unless they have received an approved exception.

The standard on-campus business hours are 8 a.m. to 5 p.m., Monday through Friday, for most employees. Some employees, as directed by their supervisors and leaders, work different shifts (e.g., Public Safety, Facilities) because of the nature of their work.

As is our typical process, summer hours will be available at the discretion of each department head and will be announced at the end of May.

All current flexible work arrangements can continue through July 31, 2026, but may be re-evaluated as part of this process. If you are interested in requesting or continuing a modified in-person work schedule, you may request to begin your workday up to one hour before or end it up to one hour after Chapman’s standard business hours (e.g. 7 a.m. to 4 p.m., 7:30 a.m. to 4:30 p.m., 8:30 a.m. to 5:30 p.m., or 9 a.m. to 6 p.m.). To make this request, please fill out the Modified In-Person Work Schedule Request Form. The request should be reasonable, should still enable Chapman to meet its business needs, and should not reflect a truncated daily work schedule. If you receive approval from both your supervisor and your VP/dean, HR will review and consider your request.

While we always encourage visits to each campus on occasion, it is important that you routinely report to your assigned campus to ensure team cohesion and effectiveness.

Of course if you are traveling for work, you can work offsite. You should work with your supervisor and Vice President/Dean to establish clear expectations for work-related travel.

As an R2 institution with important research and creative activity and health-related clinical activity, we expect our faculty and staff to be engaged in discovery in the classroom, in labs and studios, and in the real world. You should work with your program director/Dean to establish clear expectations for field work.

No.

Yes. However, you should not plan to work remotely if you arrive early or stay additional days after the conference, but you may request to use vacation days for an additional stay.

Consistent remote work will not be permitted. For rare one-time circumstances, please work with your supervisor to seek approval. In some areas of the university, a second-level approval (e.g., VP or Dean) may be required.

This in-person work requirement is important and will be taken seriously by the university. Willful violations of this policy by employees, or by the supervisors and managers responsible for implementing it, may result in discipline, up to and including termination of employment, consistent with university policy and applicable law.