Q. My supervisor has determined that my work can be performed remotely, by telework, but we want to do this on a regular basis not just when a situation arises that allows me to work from home. Does this policy allow that?
A. A routine telework arrangement, for example working from home one day a week or two mornings a week, is not authorized through this policy. This policy is intended to allow supervisors to approve short term work from home in circumstances where the employee can perform work at the usual or higher level and still tend to personal needs requiring minimal attention. Cloud State University is piloting a regular telework policy that would permit telework arrangements on an on-going basis but at this time no general telework policy is in place.
Q. Does this policy apply to teaching and research faculty, administrators and professional staff members whose positions have been determined to be exempt under the Fair Labor Standards Act?
A. Exempt employees have the responsbility and ability to rearrange their work so long as they perform the work required by their positions. Since these exempt employees already have scheduling flexibility, this policy does not extend to them at this time.
Q. Does this policy apply to student workers?
A. Student workers may be considered for short term telework at the discretion of their direct supervisor. Supervisors should refer to the considerations in the Guidelines section when processing situational short-term telework requests.
Q. What is the difference between getting a day of telework approved and taking a Personal Leave day?
A. Telework may be approved for a day when the employee is able to work remotely. When an employee has taken a sick, vacation or personal leave day the employee is not expected to work.
Q. Can I request short-term telework if I have an event or event(s) every month that would apply?
A. It is anticipated that most employees whose work is suitable for a telework option would only take a day here or there as needed. It would be very rare and unlikely, but not impossible, for someone to have a qualifying situation every month. Employees must not purposely schedule appointments or events in such a manner as to utilize this benefit month after month.
The use of telework approval by the supervisor requires reliable and good work performance by the employee. If there are questions about performance or concerns about abuse of the situational telework option, the supervisor must not agree to a telework day until such issues or concerns are resolved.
Q. The MMB Policy on Telework specifies that an employee working under a telework agreement is expected to work even if the university closes due to weather or other emergency. Does the SCSU Short Term Telework policy require this as well?
A. The SCSU Short Term Telework policy does not require an employee who is approved for a short term remote arrangement in compliance with this policy to work remotely if the university is closed or becomes closed for weather or other emergency. Employees should follow the same leave instructions that would apply had they been scheduled to work in the office that day.
Q. The Policy states short-term or situational telework is appropriate ‘normally’ for no more than three days a month, so could an employee exceed three days if the supervisor approves?
A. A supervisor can exercise judgment when the employee and supervisor have communicated about the need to telework more than three days a month. For example, if an employee used situation telework due to family illness for two days the first week of the month and two weeks later a second family member has the same illness and a parent needs to keep that child at home for two days before the child can return to school it would make sense to approve telework.
The use of telework approval by the supervisor requires reliable and good work performance by the employee. If there are questions about performance or concerns about abuse of the situational telework option, the supervisor must not agree to a telework day until such issues or concerns are resolved.
Q. If an employee is attending a conference, professional meeting, training or webinar related to their work for SCSU-- should telework be requested?
A. Normally not, professional development is an activity employees can engage in while in work status and telework may be possible where it does not conflict with the professional development activity. It is expected that an employee who will be away from their usual work station, even to engage in professional development, will have communicated this with their supervisor.
Q. When a faculty member completes the Travel Authorization Form the faculty member is expected to describe how their duties will be covered. Could they request telework instead?
A. The Travel Authorization Form is a vehicle for communication between the supervisor and employee about how work assignments will be covered and whether expenses will be reimbursed. Telework could be used to cover some duties when faculty are traveling in some circumstances but this will not always be the case. The situational telework policy is not a substitute for the Travel Authorization Form.