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Remote Work Guiding Philosophy

COVID-19 forced many University employees to transition from onsite work to remote work, a transition that has proven to be successful. Benefits of continuing a hybrid of onsite work/remote work include increased employee retention, improved employee job satisfaction, and the ability to attract new employees. Remote work and changing commuter habits (from single occupancy vehicles to other forms of transit when staff work on site), will assist the University’s efforts in helping to reduce pollution along the Wasatch Front. We will also increase space utilization, freeing up resources to reinvest in student success.

  • Considering what is in the best interest of the University’s strategic goals is management’s top priority. In making remote work decisions, managers are encouraged to try to find a balance between what is in the best interest of the University and individual employee desires.
  • The job duties of each position should be analyzed to determine whether they can be performed via remote work.
    • Some duties will not be conducive to working effectively via remote work and need to be performed onsite.
    • In other situations, a hybrid approach or full remote work might be appropriate.
  • If employees are allowed to enter into a remote work agreement, job expectations, customer service and responsiveness should be maintained.
    • remote work should consist of the same work as on campus, performed from an alternative location.
  • Remote work arrangements should be monitored by each unit. The number of employees working in the office should be spread out across the workweek to achieve the following benefits:
    • Reduction of parking on campus.
    • Reduction of the environmental footprint with fewer cars on the road.
    • Allocation of workspace to utilize building resources more effectively and efficiently.

View Remote Work PDF