Telework

Teleworking (or telecommuting) is an arrangement between an employee and the employee’s supervisor that allows the employee to work at home or another off-site location on selected work days. 

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 approval by the area vice president/dean, with the final approval by the Chief Human Resources Officer.

The supervisor/department head will evaluate your duties and responsibilities to determine if your position is suitable for telework.  If you are interested in a telework/remote work arrangement, feel free to initiate a conversation with your supervisor.

There are many benefits to teleworking. Employees are more productive and can offer more balance between work and home.  Employees report that they enjoy a greater degree of work-related autonomy and responsibility.  It also has proven environmental benefits.

The supervisor/department head will evaluate duties and responsibilities to determine if a position is suitable for telework.

No.  Telework is not an employee right. 

Yes.  The telework schedule must be agreed upon between the employee and the supervisor.  Any changes to the work schedule must be agreed to by the supervisor in advance. 

The effective dates of telework agreement may vary.  Agreement renewals are at the discretion of the supervisor, department head, vice president or dean depending on the approval process within your area.

No.  A new agreement is not required for a change in telework days or hours. However, a new agreement is required if the number of days change or if an employee is switching from one alternate work agreement to another (telework to remote work or vice versa).  Short-term schedule changes (vacations, business continuity, etc.) for 30 days or less do not require changes to the telework/remote work agreements.

As outlined in the terms of the UMBC Telework Agreement, the employee or supervisor may terminate the employee’s participation, with or without cause, by providing 2 weeks’ notice, in writing, to the other.

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). 

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 telework 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.

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. 

Yes. Employees must have an overall performance rating of at least “Effective” to begin or continue teleworking.

Yes.  Employees are ineligible for telework or remote work if they received either a:

• PMP less than overall “Effective” rating; or
• Disciplinary action (letter of reprimand or suspension) within the last 12 months