NOTE: These guidelines apply to staff within the offices of the Vice President for Research, the Vice Provost for Research, and the Vice Chancellor for Research.
- Everyone needs an identified work location. For most of us, that will be an on-campus office.
- People who wish to work remotely must seek and obtain approval in advance. Approval for a different work location will require:
- Agreement of the employee;
- Agreement of the manager and unit head;
- An explicit assessment that working remotely will not interfere with the employee’s productivity;
- An explicit assessment that working remotely will not interfere with the team’s or unit’s productivity, efficiency, or effectiveness, or the security of work-related data or documents;
- Brief written documentation of the above.
- We will presume that anyone working remotely before the pandemic may continue doing so now.
- Because working remotely may have tax implications, managers should notify Research’s HR office of any remote work arrangements. Employees may not have an assigned work location in another country without the permission of the Vice President for Research and the Vice President and General Counsel.
- Permission to work remotely will be reviewed not less than annually and may be revoked at any time.
- Employees working remotely may be required to come to the office at their own expense for meetings or other purposes.
- For people working remotely, Research units may provide:
- Necessary computer equipment; and
- Access to shared “hotel” space in the office. As a general matter, no one working predominantly remotely will have a private or reserved on-campus office.
- Managers may permit hybrid work arrangements (i.e., partly in the office and partly remotely) and other exceptions to these Guidelines, provided that they meet the requirements of paragraph 2 above, and that they are:
- Consistent with university policy;
- Applied equitably; and
- Documented in writing.
- The Research Cabinet will review these Guidelines periodically.