Updates to the Alternative Work Arrangement policy are currently under review. The following provides an overview of key details for departments to consider when evaluating Alternative Work Arrangements that include telework for regular part-time and full-time staff.
The default expectation is that regular part-time and full-time faculty and staff will return to campus effective 8/25/25.
If a telework request is related to a medical condition or disability accommodation, it should be forwarded to the Benefits team in the Office of Human Resources.
For all other telework arrangements—whether full-time telework, hybrid, or part of a combined flexible schedule and telework—exceptions may be granted on an occasional basis if the employee:
- has demonstrated the ability to work well with minimal supervision.
- has a deep understanding of their duties and responsibilities.
- has demonstrated the ability to manage their time.
- has a record of thoroughly and efficiently accomplishing their duties; and
- is employed in a position that does not require their day-to-day physical presence or in-person interaction with students, administration, or other employees.
Process:
The employee’s supervisor should first discuss the potential exception with the appropriate Academic Component Administrator, Dean, or Department Head. If the request meets the criteria and is supported, the Academic Component Administrator, Dean, or Department Head should then seek pre-approval from the Division Vice President.
Once pre-approval is granted, the employee may complete the Alternative Work Arrangement form and route it through the formal approval process. The request must be approved by the Division Vice President and a second Vice President.
Additional Information:
Telework cannot be a condition of employment; therefore, telework may not be included in offer letters. Telework agreements can be modified or revoked at any time without notice or reason. Agreements must be renewed annually by September 1 each year.