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Human Resources

Remote Work Conversation Guide for Employees and Supervisors

Purpose

The below is intended to be a non-exhaustive guide for employees and supervisors to consider when discussing if a remote work request is appropriate for a University position. Employees and supervisors are encouraged to retain notes of the discussion for the purposes of agreement review.

Eligibility (Employees and Position)

  • What does the employee/supervisor see as the benefits to establishing the remote work option?
  • Is the employee classified as exempt/non-exempt administrative professional or civil service staff?
  • Is the employee satisfactorily meeting performance standards?
  • Does the position require the transportation of documents containing highly restricted data?
  • Does the position have minimal requirements for direct supervision of other employees?
  • Does the position have minimal direct contact with students, faculty, staff, or visitors?
  • What requirements for special equipment or access to on-campus resources exist?
  • Can position tasks be clearly defined with measurable work activities and objectives?

Work Schedule/Benefit Usage

  • What type of remote work schedule does the employee want to pursue?
  • Does this schedule impact the ability of the position/department to perform duties?
  • What changes to departmental operations, if any, would be required to support the request?
  • Benefit time usage continues to be governed by existing departmental processes and procedures. Does the employee have sufficient understanding of these departmental processes and procedures to ensure requests for benefit time usage are made and processed appropriately?

Workspace

  • Can the employee provide an appropriate remote workspace as outlined in the Workspace section of University Policy 3.1.31?
  • Does the employee understand that they are responsible for providing operating costs, home maintenance, and other incidental costs (e.g., utilities) associated with the set up and use of an alternative workplace?
  • Does the employee have other arrangements for childcare or dependent care during the hours requested to work remotely?
  • Is the employee aware that, before beginning the remote work assignment, they are required to complete a remote work cybersecurity awareness training provided by the Information Security Office?
  • Do the technology devices being used at the alternative workplace meet or exceed the Remote Work Minimum Information Security Standards?
  • Does the employee have appropriate internet connectivity at their remote work location?
  • Does the employee have the ability to report to campus as needed to participate in on-campus meetings and events or at a time when conditions at the alternative workplace impact their ability to complete assigned tasks (e.g. internet connections are not functioning properly)?

Performance Expectations/Limitations

  • Is the employee able to maintain the same level of professionalism as would be maintained in the on-campus environment, as outlined by University Code of Conduct policies and departmental guidelines (e.g., dress codes, response time, calendar management.)
  • What guidelines are needed for measuring productivity and completion of tasks, projects, and assignments during a remote work assignment?
  • Would approval of this remote work request have a detrimental impact on the ability of other positions to satisfactorily perform their position?
  • How will the employee maintain regular contact with office coworkers and supervisors?