Remote Work & Telecommuting

  • What are the expectations for faculty regarding remote work?

    Pilot Remote Work and Telecommuting Policies both apply to staff. We expect faculty to be on campus as they were prior to COVID-19. As the Chancellor and Provost have noted in their communications regarding the instructional modality for fall 2021, we anticipate a robust in-person, significantly residential experience for our undergraduate students. The modality of graduate-level instruction will be determined by individual units, with consideration to curricular and student learning outcomes.

  • Are all staff permitted to engage in remote work?

    The University recognizes that remote work is a valuable tool for many staff members and units. Not all positions or tasks can be performed remotely, however. Each unit’s Remote Work Plan will evaluate whether some or all essential functions of a particular position lend themselves to remote work, considering multiple factors such as:

    • On-site expectations of supervisors and key stakeholders/users.
    • Non-negotiable schedule parameters and/or core business hours that affect remote work;
    • What tasks, meetings or activities cannot be remote;
    • Any variances in stakeholder demands driven by the academic year or seasonality that may allow remote work or require a remote work hiatus;
    • Which essential, on-campus resources/technology are less effective or unavailable in a remote work environment;
    • What functions of the unit are better performed on site;
    • What functions of the unit lend themselves to remote work; and
    • How the college/unit will maintain a positive culture, addressing camaraderie, effective collaboration and community among its staff members and best practices to onboard new team members.

    If a unit’s Remote Work Plan determines a position is eligible for remote work, the eligible staff member must be able to work independently, be in good standing without documented performance concerns and meet expectations in their current role.

  • How do I submit a request for remote work?

    Each unit will develop a Remote Work Plan that will identify which positions are eligible for remote work and when remote work is available in your unit. Each unit’s Remote Work Plan will be completed no later than August 13, 2021, and will include a deadline to submit a Remote Work Request. If you hold a position eligible for remote work, you may submit a Remote Work Request Form, which will be available on the HRIC website beginning the week of August 2, 2021. The Remote Work Request Form will be routed to your supervisor for approval, modification or denial. No requests will be reviewed until after the Remote Work Plan has been developed by a unit. Once a Remote Work Request is approved, you may begin remote work.

  • I was working remotely prior to the COVID-19 pandemic. May I continue that remote work arrangement now

    If your position is deemed eligible for remote work under your unit’s Remote Work Plan, and you have a documented remote work arrangement that pre-existed March 1, 2020, and the arrangement is still working as determined by the supervisor, it may continue. A Remote Work Agreement must be established.

    If you were telecommuting (working exclusively outside of the Denver metro area) as explicitly documented before March 1, 2020, or otherwise identified in the job posting or job description, the telecommuting arrangement will remain in place unless a supervisor provides notice to the contrary. A Telecommuting Work Agreement must be established.

  • As an hourly staff member, can I submit a remote work request?

    Yes, if you are identified as an eligible staff member in your unit’s Remote Work Plan. In doing on-campus or remote work, you may not incur overtime without your supervisor’s express advance written permission.

  • What is my recourse if I disagree with my supervisor’s decision related to remote work? 

    You may file a grievance pursuant to the employee grievance policy.  

  • I understand staff working remotely are gradually returning to on-campus work over the summer to culminate in a full return for the fall term. Does the Pilot Remote Work Policy change that timeline?

    No. Units will have a Remote Work Plan developed by August 13, identifying eligible staff members in that unit who can apply for remote work before the start of the fall term.

  • I need to stay home with a dependent who was just quarantined for COVID exposure. Is remote work available for me temporarily?

    Yes. Eligible staff members may work remotely for temporary personal circumstances with the approval of both the staff member’s supervisor and the applicable vice chancellor, dean or vice provost. The staff member is expected to manage dependent care and personal responsibilities in a manner that allows for successful fulfillment of all job responsibilities.

  • I moved outside the Denver metro area during the pandemic and have been telecommuting. Do these policies mean I must return to Denver to work?

    You must request approval to telecommute pursuant to the Telecommuting Policy. If your request is denied, you are expected to return to the campus to continue your position with the University.

  • I live and work on the Western Slope, where I serve a cohort of University students. May I continue to telecommute?

    If a staff member was telecommuting (working exclusively outside the Denver metro area) as explicitly documented prior to March 1, 2020, or otherwise identified in the job posting or job description, the telecommuting arrangement will remain in place unless a supervisor provides notice to the contrary. A Telecommuting Work Agreement must be developed.

  • May a supervisor change a remote work schedule? 

    Yes. The business needs of the University will determine when a staff member or group of staff members may work remotely. Therefore, remote work schedules may be modified or suspended to achieve such business needs, which may require staff members to come to campus with reasonable notice.