RESOURCES
Campus Resources/Forms
The University of Utah has integrated the use of telecommuting to support the well-being of our employees and achieve our University goals. COVID-19 forced many of our employees to transition from onsite work to telecommuting, a transition that has proven successful. Benefits to continuing a hybrid of onsite work/telecommuting include increased employee retention, improved employee job satisfaction, and the ability to attract new employees. The University will reduce our carbon footprint as fewer employees commute to campus, and we will also increase space utilization, freeing up resources to reinvest in student success.
Downloadable Documents
- Telecommuting Guideline
- Telecommuting Plan & Agreement Form
- Out-of-State Telecommuting Request - 60 Days or Longer
- Short-Term Out-of-State Telecommuting Request
Campus Telecommuting Links
- Types of Telecommuting
- Telecommuting: Information Security Best Practices
- Parking Options for Part-Time Telecommuters
Health & Wellbeing Resources
Work from Home & Wellbeing Links
Campus Links
Out-of-State FAQ's
-
The employee’s supervisor is responsible for submitting the out-of-state request to OOS@utah.edu.
-
Requests generally take 1-2 weeks to process, depending on the committee’s workload and the completeness of the information provided.
-
- A clear explanation of the substantial business need for hiring or allowing an out of state employee.
- Details about recruitment efforts, including whether the position could have been filled locally.
- For new hires, Copies of the job description and resume/CV need to be provided.
- Required signatures from both the Supervisor and Dean/Director.
-
Before out of state work begins. For new hires, requests should be submitted before a job offer is extended.
-
No. Approval must be obtained before working out-of-state.
-
No. An out-of-state request is not required for sabbaticals that are less than six (6) months in duration.
-
Yes, the University does not approve remote work in the following countries and regions:
- Belarus
- Cuba
- Eritrea
- Iran
- North Korea
- Syria
- Venezuela
- Russia
- People's Republic of China (including Hong Kong)
There are currently no U.S. states that are prohibited. However, requests for certain states with complex employment and labor law requirements (such as California, Washington, and Oregon, etc.) may receive additional review and could be denied based on the University’s ability to comply with applicable laws.
-
No. Changes to an employee’s FTE do not affect an existing approved out-of-state request.
-
Yes, if an employee who has an approved out-of-state work arrangement transfers to a different department, the new supervisor must submit a new out-of-state request.
The OOS Committee will review the employee’s new position and determine whether the role is appropriate for an out-of-state work arrangement. This also provides the new department with the opportunity to establish a new Telecommuting Agreement with the employee.
-
No. If a new hire plans to relocate to Utah within 30 days of their employment start date, an out-of-state request is not required during that initial 30-day period. This allows the employee reasonable time to secure housing and complete their relocation to Utah.
If the employee will continue working outside of Utah beyond 30 days from the start date, an out-of-state request must be submitted and approved in accordance with the University’s out-of-state process.
-
If an employee who has an approved out-of-state work arrangement relocates to a different state or will temporarily perform work from another state, a new out-of-state request must be submitted. Each state has different employment laws and tax requirements, so the new work location must be reviewed and approved.
-
If an employee permanently returns to working in Utah, notify HR by emailing OOS@utah.edu so the employee’s out-of-state work arrangement can be closed and any applicable payroll or tax updates can be made.