REMOTE WORK POLICY

The University may allow Employees to work remotely in the interest of workplace safety, as a reasonable accommodation, or any other business reason. Working at home is defined as work/activities accomplished at home in lieu of being on campus, with specific, advance authorization by the University. Generally, the University does not consider working at home or remotely to be a viable alternative to working on campus. This is based on the nature of its business, the tasks that are performed on campus, and the frequency of interaction with students and other Co-workers at the University.

Certain exceptions allowing work at home may be granted at the sole discretion of the University. If there is a specific demonstrated need and there is minimal negative impact on operations, the University may approve exceptions based on all the below criteria:

• • the Employee’s job duties are fully portable;
  • work to be accomplished is specified;
  • performance requirements/results are measurable;
  • the Employee has proven to be dependable and can work independently;
  • availability of computer and other equipment in a separate, designated workspace;
  • the Employee is available by phone at all times;
  • any overtime for Non-Exempt Employees are approved in advance;
  • work-related materials are kept in a secure location in the home;
  • the Employee has property theft insurance coverage for their residence and which applies whether owned or leased by the Employee or any other person or entity; and
  • the Employee has provided a request to work at home in writing to their direct Supervisor and Human Resources.

Working at home cannot be approved based solely on personal circumstances or needs of the requester (e.g., the need to be home to attend to or to accommodate personal/family commitments, schedules, or responsibilities). Therefore, requests to work at home based on “personal” circumstances are strongly discouraged and such circumstances are more appropriately addressed through the use of paid sick leave, holiday time, or vacation time. Permission to work remotely is at the University’s discretion, is subject to periodic review, and can be withdrawn at any time, subject to applicable law.

The University may contact Employees for additional information to assess their eligibility to work remotely. The University may approve remote work arrangements for limited or ongoing periods. Even when remote work is approved, the University may still require remote Employees to report to work at the University’s workplace, as needed and permitted by law.

Remote Employees must follow their assigned work schedule. Employees who also request a flexible daily schedule must obtain advance written approval from their Supervisor, including agreed expectations for communication and availability. Employees working remotely are required to meet the same performance standards as if they were working in the workplace. Employees are not permitted to engage any other person to perform any portion of the duties assigned to them.

To the extent Employees may supply any furniture or equipment for use in remote work, the University will not be responsible for any damage. To the extent the University may provide furniture or equipment for remote work purposes, it must be used solely by the assigned Employee and for University business purposes only. Remote Employees must adhere to the University’s data security, privacy, and confidentiality requirements. Employees must return all University furniture and equipment when the remote work arrangement ends, or as otherwise may be requested by the University. The University will reimburse reasonable expenses incurred for remote work as required by law.

Employees permitted to work remotely must continue to abide by all University policies, including but not limited to the Policy Against Discrimination, Harassment, and Retaliation Policy, and Information Technology Use Policy. Non-Exempt Employees who are permitted to work remotely must comply with the University’s Meal and Rest Period policy and Timekeeping Policy. Non-Exempt Employees must accurately record all working time and take required meal and rest periods. Failure to follow University policies may result in discipline, up to and including termination of the remote work arrangement or separation of employment.