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Frequently Asked Questions - Employees


Telecommuting is a flexible work arrangement that allows an employee to work at home or elsewhere for part or all of their regular work schedule.

Telecommuters should work with their supervisors to determine if University equipment will be assigned.

Employees should contact Human Resource Management prior to requesting or agreeing to work outside of Utah/US.

Employees should work with their manager to determine if telecommuting is appropriate for their position.  Managers should consider position-specific tasks and requirements, impact on students, coworkers, and the public; and any employee performance concerns.

Employees should work with their manager to determine if hybrid telecommuting is an option.

Managers are responsible to develop a means of tracking   hours worked, evaluating performance of employees who telecommute, and holding the employee accountable, as they would normally do for an employee working in the office.

Employees who telecommute are responsible for establishing and maintaining an adequate and safe work environment, in accordance with Policy 5-404. The employee is responsible for ensuring the telework space is free of safety hazards and other dangers.

The employee is also responsible for establishing a work environment free of interruptions and distractions that would affect performance and professional workplace conduct.

You and your supervisor/manager will agree on the number of days or hours of telecommuting to take place each week, work schedule, and the manner and frequency of communication.

No, inspection of remote workspaces will not be required.  You are responsible for establishing and maintaining an adequate and safe work environment, in accordance with Policy 5-404.

If employees are interested in telecommuting, they should talk with their supervisor. Telecommuting will be reviewed on a case-by-case basis, taking into account duties performed and the impact on students, faculty, other staff and the public.  If approved, a telecommuting agreement is required.

Telecommuting is neither a universal employee right nor a universal employee benefit.  Management should analyze employee performance, job duties and the impact telecommuting has on the continuity of operations and/or customer service, collaboration, etc.  If management determines that telecommuting isn’t appropriate, they may deny a request to telecommute.

Yes, if circumstances change and telecommuting is no longer appropriate, telecommuting arrangements may be discontinued by the University at any time, with a minimum of 15 business days’ written notice to the employee.

Telecommuting is neither a universal employee right nor a universal employee benefit; telecommuting is a management option for an alternative work arrangement.

Internet expenses are generally paid for by the telecommuter. Work-related long-distance calls will be reimbursed by the University.

Telecommuters should discuss the expectations for working during campus closure days with their supervisors. There may be critical, time-sensitive tasks that need to be completed during a campus closure, and telecommuters may be required to telecommute for purposes of continuity of operations.

Employees should only come to campus if healthy. If you are approved for telecommuting, please work with your supervisor on a case-by-case basis to determine if telecommuting while ill is appropriate for your position.

Unless otherwise specified in the Telecommuting agreement, the employee’s work status, job duties and responsibilities will remain unchanged because of telecommuting.

You are advised to find an alternative working location for the day, which may include coming to campus.  If you have any questions, coordinate with your supervisor.

Telecommuting guidelines have been updated. It is important for telecommuters and supervisors to understand the responsibilities and expectations outlined in the updated guidelines.

Telecommuting is not designed to be a substitute for active dependent care (exceptions may be granted for exceptional circumstances, such as a pandemic). Work schedules may be negotiated as appropriate to accommodate dependent care needs.

In response to the increase of staff telecommuting part-time during the semester, Commuter Services is offering a variety of alternatives to annual parking permits.

Parking Options for Part-Time Telecommuters