Remote Work is an arrangement where the employee works off site every day of the workweek with presence on-site as required. The Remote Work Agreement is limited use and requires approval by the vice president for dean with final approval by the CHRO. Employees are required to review the UMBC Telework/Remote Work Policy as part of the process.
Frequently Asked Questions (FAQs)
What is remote work?
Remote work is a limited use work arrangement between an employee and the employee’s supervisor that allows the employee to work at home or another off-site location for their full schedule.
Is telework the same as remote work?
No. Remote work is an approved arrangement that permits an employee to work off site every day of the workweek with presence on-site as required. Remote work requests require action by the area vice president/dean, with the final action by the Chief Human Resources Officer or designee.
What are the effective dates of my remote work agreement?
The effective dates of remote work agreement may vary. Agreement renewals are at the discretion of the supervisor, department head and vice president/dean, with the final action by the Chief Human Resources Officer or designee.
If my schedule changes, should I submit a new agreement?
Am I able to terminate the Remote Work Agreement whenever I want?
As outlined in the terms of the UMBC Remote Work Agreement, the employee or supervisor may terminate the Employee’s participation as a remote worker, with or without cause, by providing 2 weeks notice, in writing, to the other.
Will university benefits change as a result of teleworking or remote work?
No. Based upon the employee’s category of employment, the terms and conditions of employment remain in effect during the period of telework (as outlined in the UMBC Telework/Remote Work Agreement).
Am I required to pay for the purchase of supplies and equipment if I am approved for the Telework or Remote Work Program?
Maybe. The University, at its sole discretion may choose to purchase equipment and related supplies for use while teleworking, or permit the use of employee-owned equipment. In the event the University must provide equipment for use during the remote work period, the employee agrees that the use of equipment, software, data supplies and furniture provided by the University for use at the remote work location, is limited to authorized persons and for purposes related to work. Additional details regarding the terms and conditions of equipment purchase/use are specified in the UMBC Telework/Remote Work Agreement.
Is the University responsible for payment of utilities and home maintenance items during the telework/remote work period?
No. The University will not be responsible for operating costs, home maintenance, or any other incidental cost (e.g. utilities, insurance, etc.), associated with the use of the employee’s residence or computer equipment.
Does my performance appraisal have an impact on my ability to remote work?
Yes, to be eligible for remote work an employee must have a performance rating of at least “Effective” to begin remote working, or continue with remote work.
Can I be required to be on-site during a regularly scheduled telework (or remote work) day?
Departments may require employees to be onsite for business continuity, etc., as much notice as possible will be given to employees.
I am not a Maryland resident, am I eligible for remote work?
Can I become ineligible for telework/remote work?
Yes. Employees are not eligible for telework or remote work if they received either a:
- PMP less than “effective”; or
- Disciplinary action (letter of reprimand or suspension) within the last 12 month
Am I required to request changes to my schedule to take care of non-work related matters on my telework/remote work days?
Yes. Whether working face-to-face or off site, employees must adhere to the established work schedules, leave request/approval processes and break policies.
ADDITIONAL RESOURCES:
Telework Schedules At-A-Glance Template
Remote Work Form Instructions – Limited use