So, you would like to work remotely?
Here are the next steps:
- Talk with your supervisor about what you would like to do.
- Use the Remote Work Assessment tool, with your supervisor, to determine if remote work is a good fit for your job and individual situation.
- If the assessment indicates that remote work is a viable option, review the Remote Work Expectations Worksheet to help the conversation between you and your supervisor. This will help you identify how you will continue to communicate, collaborate, and fulfill your job responsibilities as you work remotely.
- Work together with your supervisor to determine which type of remote work is best.
Short-term / sporadic remote work
- An informal remote work agreement can be used when:
- The remote work recurs on a regular basis and is not significant (less than 40% of
the time)
- Remote work is a short-term situation which is contingent upon the employee’s particular
circumstance (e.g. working part-time while on a personal trip).
- If the remote work meets one of these conditions, then document the arrangement in writing, such as an email or memo. That’s all there is to it.
Formal remote work
Formal remote work agreements are only required for the following:
- The remote work recurs on a regular basis and is significant (40% or more of the time),
OR
- The remote work location is out of state for 30 days or more per calendar year, OR
- When the supervisor or employee would like a formal agreement documented.
If a formal work requirement is needed, you will start the process by completing an electronic Remote Work Agreement form. It will then be sent to your supervisor for them to sign and document the agreement. The form will be sent to HR for processing and to be added to your personnel file.
If you have a remote work agreement and you return full-time to the on-site location, complete the Remote Work Agreement Cancellation form.