The CDC has identified telecommuting or remote work as an effective infection control strategy for the coronavirus. We are asking your immediate assistance to determine the feasibility to telecommute for full and part positions time that do not currently have a telecommuting agreement. Manager and employee should connect as soon as possible to discuss below. Once the best telecommuting approach has been determined, employees should begin the new arrangement.
Temporary Telecommuting Approach
- Determine eligibility for working remotely by reviewing job description (located in M drive) to determine which Essential Job Functions can be completed remotely. These are the primary, numbered functions found at the beginning of the job description. Example: Participate in curriculum development, assessment and modification as a part of the colleges ongoing quality improvement and assessment program.
Discuss if there are any Essential Job Functions which could be challenging to complete telecommuting.
- Determine what resources are needed to successfully telecommute.
- Ensure technology capability and access at home office or offsite locations-IT will provide next week guidelines to assist
- Discuss work schedule, how best to communicate, and what the needs are for the department.
- If you are not able to come up with a feasible telecommuting arrangement, please email Human Resources (Patty Gordon – CO; email@example.com; 720-874-2400 ; Kristin Shute – UT; firstname.lastname@example.org; 435-222-1273) with the employee’s name and the reason they aren’t able to telecommute. We understand this won’t work in every situation so we will do our best to strategize on how to best handle this.
Note: If you or a member of your household fall into one of the categories identified by the CDC as being at high risk for serious complications from the pandemic influenza virus, you would be advised by public health authorities not to come to work (e.g., pregnant women; persons with compromised immune systems due to cancer, HIV, history of organ transplant, heart conditions, diabetes or other medical conditions; persons less than 60 years of age with underlying chronic conditions; or persons over 60).Please contact your Human Resources representative if this applies to you and you need an accommodation to telecommute.
Temporary Telecommuting Guidelines for Employees:
Employee’s duties, obligations, responsibilities, and conditions of employment with the University remain unchanged while telecommuting. Job responsibilities, standards of performance, and performance appraisals remain the same as when working at the regular University work site. The supervisor reserves the right to assign work as necessary at any work site.
- Remain accessible during the telecommute work schedule;
- Check in with your supervisor to discuss status and open issues;
- Be available for Skype calls and conference calls scheduled on an as-needed basis;
- Be aware of campus status as things are readily changing;
- Non-exempt staff should continue to maintain their time cards in iSolved and request supervisor approval in advance of working any overtime hours; and
- Request supervisor approval to use vacation, sick, or other leave in the same manner as when working at regular work location.
*Tips for Telecommuting - Forbes article