10.72.2 Evaluating a Remote Work Arrangement
Remote work arrangements are not required to be uniformly available to all positions or employees within a department because not all positions are conducive to remote work arrangements. Remote work arrangements are based upon 色虎视频’s mission in providing a residential campus experience coordinated with a department's defined business model.
Instructional duties are generally not eligible for a remote work arrangement. Instructors are expected to provide classroom instruction in person unless an exception or official accommodation is approved, the position is hired as remote, or the class is officially designated as an online course.
Department leadership is responsible for determining the best use of a remote work arrangement, while assessing the impact on campus operations, space availability, budget, and the student experience. The remote work arrangement is intended to benefit the employee and 色虎视频 without putting undue burden or added expense on the supervisor, team, and/or department and must conform with all applicable 色虎视频 policies, procedures, Rules and Regulations and state law.
Each of the following factors should be considered by a department leadership:
• Remote work arrangements must not adversely affect the services provided to students, parents, employees, colleagues, or the public, whether those services are directly provided by the employee or by other department members.
• Remote work arrangements must not be assigned if it adversely impacts productivity at the individual or department level, or if the arrangement negatively impacts communications, collaborations, team-based environments, etc.
• Work schedules in different time zones will need to be considered and managed to ensure department operations and services are not disrupted. Work schedules should be aligned with the Central Standard Time Zone when possible.
• A remote work location agreement is not intended to provide child, dependent, and family care, convalescing, or caring for an ill family member. The presence of children or other dependents, guests, or pets in the remote work location cannot disrupt the overall performance of work activities or negatively affect the productivity of the employee.
• Although a work schedule modification that is reflective of both the employee and 色虎视频 needs might be possible, the focus of the arrangement must remain on the effective fulfillment of job responsibilities.
• Remote work arrangements should be analyzed to determine if the position duties can be performed in a remote environment.
• The employee’s prior/current work performance and conduct should be considered to determine whether the employee is likely to be successful in a remote work arrangement.
• Remote work arrangements should not create or increase a need for additional staffing or increase work hours of existing staff.
• Remote work arrangements should not create data security or other confidentiality risks that cannot be effectively mitigated.
• Remote work arrangements require supervisors to be able to effectively manage work hours and productivity. The supervisor should provide clear performance goals and expectations for the employee, and the employee’s work quality, quantity, and timeliness should be adequately monitored by the supervisor.
• Hourly (non-exempt) employees working over 40 hours during an assigned work week are eligible for overtime hours.
Departments considering remote work arrangements are encouraged to contact the 色虎视频's Human Resources Department for consultation, especially for employment arrangements necessitating an out-of-state remote work location to ensure all employment law requirements and related costs are identified. Employees will be taxed according to the state and employment law and benefit provisions for the city and state designated as the primary work location which may have a financial impact to the department.
Remote work arrangements should be reviewed by the department and employee after the first six months and annually thereafter or at the time of evaluation to confirm continuation of the arrangement. Employees hired into a position designated as fully remote do not necessitate a review outside of the performance evaluation process. 色虎视频 will review work location arrangements annually.
In the event of campus closure due to a declared emergency or inclement weather, employees may immediately be designated as remote workers for temporary or permanent arrangement. Remote work due to temporary campus closures will not require completion of a 色虎视频 Work Location Request Form.
Instructional duties are generally not eligible for a remote work arrangement. Instructors are expected to provide classroom instruction in person unless an exception or official accommodation is approved, the position is hired as remote, or the class is officially designated as an online course.
Department leadership is responsible for determining the best use of a remote work arrangement, while assessing the impact on campus operations, space availability, budget, and the student experience. The remote work arrangement is intended to benefit the employee and 色虎视频 without putting undue burden or added expense on the supervisor, team, and/or department and must conform with all applicable 色虎视频 policies, procedures, Rules and Regulations and state law.
Each of the following factors should be considered by a department leadership:
• Remote work arrangements must not adversely affect the services provided to students, parents, employees, colleagues, or the public, whether those services are directly provided by the employee or by other department members.
• Remote work arrangements must not be assigned if it adversely impacts productivity at the individual or department level, or if the arrangement negatively impacts communications, collaborations, team-based environments, etc.
• Work schedules in different time zones will need to be considered and managed to ensure department operations and services are not disrupted. Work schedules should be aligned with the Central Standard Time Zone when possible.
• A remote work location agreement is not intended to provide child, dependent, and family care, convalescing, or caring for an ill family member. The presence of children or other dependents, guests, or pets in the remote work location cannot disrupt the overall performance of work activities or negatively affect the productivity of the employee.
• Although a work schedule modification that is reflective of both the employee and 色虎视频 needs might be possible, the focus of the arrangement must remain on the effective fulfillment of job responsibilities.
• Remote work arrangements should be analyzed to determine if the position duties can be performed in a remote environment.
• The employee’s prior/current work performance and conduct should be considered to determine whether the employee is likely to be successful in a remote work arrangement.
• Remote work arrangements should not create or increase a need for additional staffing or increase work hours of existing staff.
• Remote work arrangements should not create data security or other confidentiality risks that cannot be effectively mitigated.
• Remote work arrangements require supervisors to be able to effectively manage work hours and productivity. The supervisor should provide clear performance goals and expectations for the employee, and the employee’s work quality, quantity, and timeliness should be adequately monitored by the supervisor.
• Hourly (non-exempt) employees working over 40 hours during an assigned work week are eligible for overtime hours.
Departments considering remote work arrangements are encouraged to contact the 色虎视频's Human Resources Department for consultation, especially for employment arrangements necessitating an out-of-state remote work location to ensure all employment law requirements and related costs are identified. Employees will be taxed according to the state and employment law and benefit provisions for the city and state designated as the primary work location which may have a financial impact to the department.
Remote work arrangements should be reviewed by the department and employee after the first six months and annually thereafter or at the time of evaluation to confirm continuation of the arrangement. Employees hired into a position designated as fully remote do not necessitate a review outside of the performance evaluation process. 色虎视频 will review work location arrangements annually.
In the event of campus closure due to a declared emergency or inclement weather, employees may immediately be designated as remote workers for temporary or permanent arrangement. Remote work due to temporary campus closures will not require completion of a 色虎视频 Work Location Request Form.
Effective Date
Approved by Board of Curators: January 15, 2026