COVID-19 Teleworking/Remote Work Guidelines – Updated December 2020
As part of our phased return to on-campus work under Phase II of the Governor’s Phased State Reopening Plan, UNC Asheville continues to utilize teleworking to the extent possible, adjusting Remote Work Agreements as necessary to meet evolving operational needs during the fall semester. Please contact the Office of Human Resources with questions or for assistance.
- Managers are encouraged to continue to allow employees to telework to the extent possible but may rescind or alter current teleworking agreements as necessary to ensure that departmental operational needs are met. Such determinations should be made based on the nature of each employee’s work and the extent to which the work can be performed remotely.
- Any changes to current teleworking arrangements require a new Remote Work Agreement to be completed following the instructions provided below.
- Teleworking will not be applicable to all employees, based on the functions of their respective jobs and departmental business need. Telework may also be implemented intermittently for employees, where practicable, to accomplish both safety goals and business need.
- The University will continue to provide special consideration to employees with underlying conditions that put them at high risk for complications associated with COVID-19 infection and those who are caregivers for someone who is at high risk. This may include teleworking or other safety measures. Employees who are asked to return to on-campus work and who have high-risk conditions should not disclose health conditions to their supervisors but should complete the High-Risk Consideration Form found on the Office of Human Resources COVID-19 website here.
Specific Guidelines for all Telework/Remote Work Arrangements
- All telework arrangements must be documented using the Remote Work Agreement, which employees can access here.
- The supervisor will receive an email with a link to approve the employee’s Remote Work Agreement.
- All telework arrangements are dependent upon whether the essential functions of the job can be performed remotely and the technology required to perform the job functions at the remote location.
- Teleworking employees who are subject to overtime may not work in excess of forty hours in any workweek without prior approval of their supervisor.
- All university property, work materials and/or work product (hard copy or electronic) used or created by an employee at any remote telework location must be securely maintained by the employee and returned to campus.
- All telework arrangements may be amended or discontinued at the discretion of management based on business need or employee performance and/or productivity.
Employees’ Direct Supervisors are responsible for:
- Clearly communicating expectations regarding work to be performed during the telework period, including hours during which the work is to be performed, if applicable.
- Monitoring employee work performance and productivity.
- Remaining in regular contact with employees during the telework period.
Teleworking employees are responsible for:
- Completing assigned work within the same expected timelines and to the same performance level as for regular on-campus work.
- Remaining in communication with their supervisors and reporting any problems they encounter in performing their job functions remotely.
- Tracking and reporting work hours and/or leave taken through the regular time and/or leave reporting process that applies to their classification.
- Reporting to campus as requested by management to attend any required meetings or to meet other work-related obligations