University Counsel
The University Teleworking Policy
What is teleworking?
Teleworking is when an employee works primarily or exclusively from a remote, off campus location that is neither owned nor leased by the University.
To whom does the Teleworking Policy apply?
Not every employees job responsibilities are conducive to a teleworking arrangement. First, a department or unit must determine that a teleworking arrangement would be mutually beneficial. Second, an employee must forward a written request to the appropriate unit head/director for review and approval. This request should detail the responsibilities of both the University and the employee.
The policy does not apply to faculty members who teach on campus or to temporary or other SPA employees, as expressly prohibited by the State Personnel Act.Any employee who is teleworking prior to the effective date of the policy may be made subject to the policy requirements at the discretion of his/her supervisor; however, all such employees must comply with the policy no later than one year from the effective date or upon renewal of a term appointment.
What documentation is required for an employee to telework?
Each employee in a teleworking arrangement must complete and sign the Teleworking Agreement, the Teleworker Assignment, and the Remote Workspace Self-Certification Checklist.
- The Teleworking Agreement contains the terms of the University and employee teleworking relationship.
- The Teleworker Assignment identifies the specific nature and conditions for teleworking.
- The Remote Workspace Self-Certification Checklist is an \inventory of furniture and \other supplies as well as a \checklist for potential safety hazards.
The Teleworking Policy and links to these forms can be found online in the UNCG Policy Manual.
How is workspace designated?
The employee identifies an off campus location, such as a particular location within his/her home, as a Designated Remote Workspace. This location should be free of hazards and accommodate furniture and equipment specified in the Teleworker Assignment.
What if a teleworker is injured in the Designated Remote Workspace?
If an employee is injured while working in the workspace, the employee must immediately inform his/her direct supervisor. A teleworkers injury would be documented as any employee injury on campus is documented.
How may the University oversee compliance with the Policy?
In the Teleworking Agreement, the employee agrees that UNCG may visit the Designated Remote Workspace for the purpose of determining that the site is free from hazards and/or to maintain, repair, inspect, or retrieve University-owned equipment, software, data or supplies. If networked computer usage is required for the job, the employee agrees that his or her usage may be monitored to ensure log in and work related activities.
The employee also agrees that the supervisor may contact the employee during scheduled working hours at the phone number provided in the Teleworker Assignment.
What are the benefits and responsibilities of teleworking?
The teleworking status of an employee will not affect most aspects of employment. An employee's compensation, benefits, job classification, job responsibilities, number of work hours, and pay period will be the same as if the employee works on campus.
Teleworking employees are responsible for the security and confidentiality of all UNCG information in his or her possession, and remain subject to UNCG policies and applicable federal and state laws.
How long does a teleworking arrangement last?
An employee may telework according to the term of the Teleworking Agreement, and as long as the agreement may be renewed. UNCG or the employee may terminate the Teleworking Agreement at any time and for any reason, with or without cause.
I have other questions that you haven't answered.
Please contact the University Counsel's office at 334-3067 or University_Counsel@uncg.edu.