Remote work refers to an arrangement where an employee works from home or from another location away from the normal workplace. Depending on the details of the arrangement, remote work constitutes either a portion of the employee’s work time or all of it within a specific day. In compliance with the Fair Labor Standards Act, non-exempt (hourly) employees are ineligible for remote work agreements.

As a general practice, the University does not endorse long term remote work, however University policy permits employees to work from a remote location when the employee’s supervisor, Director of Human Resources, and the Provost & Chief Operating Officer evaluate the remote work request and approves it.

Supervisors must determine the feasibility of a proposed remote work arrangement before submitting it for approval. The arrangement is intended to benefit the employee without putting undue burden on the supervisor or the rest of team. To help ensure that employees continue working effectively under a remote work arrangement, supervisors must develop a remote work plan for submission of approval by the Director of Human Resources and Provost & Chief Operating Officer.

Remote work agreements will only be approved when it is determined that the employee can effectively perform the job duties of the position while working remotely. In addition, it must be reasonably determined that the remote work arrangement conforms with applicable regulations, policies, and collective bargaining agreements. Requests to work remotely as a disability accommodation or to comply with the Family Medical Leave Act are handled through the Human Resources Department.

Employees participating in Remote Work may do so only after a request has been approved and a fully-executed Remote Work Plan and Agreement is on file with the Human Resources Department.

Last modified: July 2, 2019