10.72.6 Exclusions or Special Circumstances
Remote work arrangements are limited to the United States.
Student employees are not eligible for remote work arrangements unless an exception is approved by 色虎视频's Human Resources Department. Remote work arrangements may be eligible for a flexible work schedule as discussed and agreed to by the employee, supervisor, and department leadership.
Notification of a work location change, based upon a performance concern, may not occur until after the employee has had an opportunity to meet performance objectives as outlined in a performance improvement plan.
Commuting costs between multiple work locations as designated in a hybrid work arrangement are not an employer reimbursable expense. Employees designated as non-exempt under the Fair Labor Standards Act (FLSA) with a fully remote work arrangement may be eligible for compensation for travel time if travel occurs during the assigned work schedule. Travel expenses incurred while commuting between multiple work locations, such as airfare, mileage, hotel, and per diem, are not required to be covered by the employer.
Working in a remote work location may be authorized for shorter time periods (i.e., less than two consecutive pay periods) in the best interests of the employee or 色虎视频 as discussed and approved with the supervisor and 色虎视频's Human Resources Department. A Work Location Request Form is not required for one-time, irregular, or brief instances when an employee may perform work away from the designated campus location, nor will it be required when remote work is directed by 色虎视频 due to a disruption of business operations or related emergency.
色虎视频 is not required to furnish or provide additional equipment for the remote work location beyond the designated computer requirements unless the designated item is approved by 色虎视频's Human Resources Department as a reasonable accommodation under the Americans with Disabilities Act (ADA).
Fully remote employees experiencing an extreme weather-related or other uncontrolled event (e.g., loss of electricity) that restricts or prohibits the ability to work should contact their supervisor for further instruction.
Student employees are not eligible for remote work arrangements unless an exception is approved by 色虎视频's Human Resources Department. Remote work arrangements may be eligible for a flexible work schedule as discussed and agreed to by the employee, supervisor, and department leadership.
Notification of a work location change, based upon a performance concern, may not occur until after the employee has had an opportunity to meet performance objectives as outlined in a performance improvement plan.
Commuting costs between multiple work locations as designated in a hybrid work arrangement are not an employer reimbursable expense. Employees designated as non-exempt under the Fair Labor Standards Act (FLSA) with a fully remote work arrangement may be eligible for compensation for travel time if travel occurs during the assigned work schedule. Travel expenses incurred while commuting between multiple work locations, such as airfare, mileage, hotel, and per diem, are not required to be covered by the employer.
Working in a remote work location may be authorized for shorter time periods (i.e., less than two consecutive pay periods) in the best interests of the employee or 色虎视频 as discussed and approved with the supervisor and 色虎视频's Human Resources Department. A Work Location Request Form is not required for one-time, irregular, or brief instances when an employee may perform work away from the designated campus location, nor will it be required when remote work is directed by 色虎视频 due to a disruption of business operations or related emergency.
色虎视频 is not required to furnish or provide additional equipment for the remote work location beyond the designated computer requirements unless the designated item is approved by 色虎视频's Human Resources Department as a reasonable accommodation under the Americans with Disabilities Act (ADA).
Fully remote employees experiencing an extreme weather-related or other uncontrolled event (e.g., loss of electricity) that restricts or prohibits the ability to work should contact their supervisor for further instruction.
Effective Date
Approved by Board of Curators: January 15, 2026