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Telecommuting Guiding Philosophy

COVID-19 forced many University employees to transition from onsite work to telecommuting, a transition that has proven to be successful. Benefits of continuing a hybrid of onsite work/telecommuting include increased employee retention, improved employee job satisfaction, and the ability to attract new employees. Telecommuting 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 telecommuting 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 telecommuting.
    • Some duties will not be conducive to working effectively via telecommuting and need to be performed onsite.
    • In other situations, a hybrid approach or full telecommuting might be appropriate.
  • If employees are allowed to enter into a telecommuting agreement, job expectations, customer service and responsiveness should be maintained.
    • Telecommuting should consist of the same work as on campus, performed from an alternative location.
  • Telecommuting 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 Telecommuting PDF