Telecommuting entails regularly working outside of the office (for example, a work-at-home arrangement or a remote-access arrangement) for at least part of the work week. In order to facilitate arrangements under which staff may telecommute or as part of their work schedule, the University has adopted the following policy and procedure.
Departments are expected to decide each request for telecommuting on an individual basis under the guidelines set forth below. Certain positions may require telecommuting, and the department will notify staff at the time of hire.
In general, telecommuting is a privilege which managers may grant under appropriate circumstances, to high-performing staff whose job responsibilities are suited to such an arrangement. Telecommuting may be applied to full-time and part-time positions.
The following guidelines apply to telecommuting arrangements:
- The department and staff member must agree in advance on a specific work schedule, including work days and hours.
- Staff must be on-site as necessary to attend meetings, training sessions, or similar events.
- Staff who telecommute must maintain a "normal" workload.
- Staff who telecommute and are unable to work due to illness must use salary continuation or sick leave, and must report their absence to their supervisor.
- Staff who telecommute and wish to be relieved of responsibility for work on a particular day or days must use vacation or personal leave.
To review the telecommuting guidelines in their entirety, including tax, insurance, and university property information, visit the Human Resources website.
Staff who wish to telecommute must first discuss the request with their immediate supervisor, who must support and approve the request. Staff may request a telecommuting arrangement, or a manager may restructure a work schedule to create telecommuting. As with all FWAs, telecommuting schedules must be approved in advance by the department and should be put in writing.
The University advises staff that not all tasks are appropriate for FWAs. Departments will determine whether a staff member will be allowed to participate in a FWA case by case, and in accordance with the needs, requirements, and constraints of both the unit and the employee.
Generally, requests to telecommute should be contemplated when:
- The staff member has demonstrated sustained high performance, and when the manager believes the staff member can maintain the expected quantity and quality of work while telecommuting.
- The department can maintain quality of service for students, faculty, and other members of the University community.
- Telecommuting is appropriate considering the nature of the job.
Generally, requests to telecommute should not be contemplated when:
- The job requires the staff member's physical presence or telecommuting would harm the school or department's efficiency.
- The staff member's current assignment requires frequent supervision, direction or input from others who are on-site.
- The staff member's performance evaluations do not indicate sustained high performance.
- The staff member's observed productivity levels are problematic.
- The staff member has received disciplinary action or has a demonstrated attendance problem.
- The staff member has less than six months of service in the administrative unit or school.