Telework FAQs for Employees

What does it mean to telework?

Telework is a flexible work arrangement that allows an employee to work at an approved alternative work location other than USU for part or all of their regular work schedule.

What equipment will be provided to me for telework?

Teleworkers should work with their supervisors to determine if university equipment will be assigned. See USU Policy 3008: Telework section 2.3 General Expectations and Conditions.

If I am approved for telework, can I work outside of Utah?

Employees should contact the Office of Human Resources prior to requesting or agreeing to work outside of Utah/US.

How do I know if I can telework?

Employees should work with their supervisor to determine if telework is appropriate for their position.  Supervisors will consider position-specific tasks and requirements, impact on students, coworkers, and the public; and any employee performance concerns.

What if I only want to telework some of the time?

Employees should work with their supervisor to determine if hybrid telework is an option.

How will my performance be evaluated while I telework?

Supervisors are responsible to develop a means of tracking hours worked, evaluating performance of employees who telework, and holding the employee accountable, as they would normally do for an employee working in the office. The teleworker is responsible to record all hours worked in the same manner as they would in the normal USU workplace. 

What are the requirements for my alternative workspace?

Employees who telework are responsible for establishing and maintaining an adequate and safe work environment. The employee is responsible for ensuring the alternative workspace is free of safety hazards and other dangers.

The employee is also responsible for establishing a work environment free of interruptions and distractions that would affect performance and professional workplace conduct. See USU Policy 3008: Telework section 2.3.3 Setting Up an Alternative Workspace.

If I telework, when can I work?

You and your supervisor will agree on the number of days or hours for telework to take place each week, the work schedule, and the manner and frequency of communication.

Will inspection of my alternative workspace be required?

No, inspection of remote workspaces will not be required. You are responsible for establishing and maintaining an adequate and safe work environment. However, USU reserves the right to inspect the alternative workspace to ensure safe working environment. See USU Policy 3008: Telework, section 2.3 General Expectations and Conditions.

What is the approval process for telework?

If employees are interested in teleworking, they should first talk with their supervisor. Your situation will be reviewed on a case-by-case basis, considering duties performed and the impact on students, faculty, other staff and the public. If approved, a Telework Agreement is required.

I believe I can perform my job remotely, but my supervisor has denied my request for telework. What can I do?

Telework is a privilege, subject to university approval, and is neither a guarantee nor a university-wide benefit. USU permits telework arrangements when doing so meets the specific needs of both the department and the employee.  Supervisors should analyze employee performance, job duties and the impact teleworking have on the continuity of operations and/or customer service, collaboration, etc. If the department determines teleworking isn’t appropriate, they may deny a request to telework.

Can a telework agreement be revoked or cancelled?

Yes, if circumstances change and teleworking is no longer appropriate, telework arrangements may be discontinued by the university at any time.

Telework is neither a universal employee right nor a universal employee benefit; telework is a management option for an alternative work arrangement.

Will I receive compensation for my phone or internet bills if I telework?

USU is not obligated to assume responsibility for operating costs, home maintenance, or other costs incurred by employees in their alternative work location. USU may provide a communication allowance per USU Policy 3312: Cell Phones.

If I am scheduled to telework and the campus closes due to inclement weather, will I be eligible for administrative leave according to Policy 507: University Closure?

Teleworkers should discuss the expectations for working during campus closure days (USU Policy 2400: University Closure) with their supervisors. There may be critical, time-sensitive tasks that need to be completed during a campus closure, and teleworkers may be required to telework for purposes of continuity of operations.

What if I feel ill and I’m supposed to be on campus that day? Can I telework from home if I’m well enough to work but have symptoms that prevent me from working on campus?

Employees should only come to campus if healthy. If you are approved for telework, please work with your supervisor on a case-by-case basis to determine if teleworking while ill is appropriate for your position.

Will the expectations of work I perform while teleworking remain unchanged from the work I perform on campus?

Unless otherwise specified in the Telework Agreement, the employee’s work status, job duties and responsibilities will remain unchanged due to teleworking.

What happens if I am unable to telework from home due to a power or internet service outage?

You are advised to find an alternative working location for the day, which may include coming to campus. If you have any questions, coordinate with your supervisor.

Why am I being asked to submit the Telework Agreement form now if I’ve been teleworking since March 2020?

An official USU telework policy was implemented on 10/15/21.  Prior to that time, all telework was done ad hoc. It is important for employees and supervisors to understand the responsibilities and expectations outlined in the newly implemented policy.

If school is closed or virtual for my children, may I telework?

Telework is not intended to serve as a substitute for child or adult care (exceptions may be granted for exceptional circumstances). If children or adults in need of primary care are in the alternative work location during the employee’s work hours, other arrangements must be made.

What are the different types of telework?

Regular Part-Time Telework (Hybrid): An employee works one or more workdays at a location other than a USU location and the remainder of the week’s workdays at a USU location (e.g., M-W alternative work location from home; Th-F work from USU workplace). The schedule is fixed to be the same each week to facilitate meeting schedules and other office activities.

Regular Full-time Telework Arrangement: An employee works every workday at a location other than a USU location.

Flexible Telework: An employee varies their work location throughout the week based on business and/or personal work/life needs.

Surge Telework: Surge telework is for those positions that a dean/vice president and department head/director has identified as being able to temporarily telework on days where the Utah Division of Air Quality has forecast an air quality of “unhealthy” (red) or higher at least 48 hours in advance for that county/location. Since surge telework is expected to be temporary and infrequent, it does not require a formal telework agreement. USU positions that provide in-person services, or which have an in-place-duties requirement are not eligible for surge telework and will still report to their normal work location as scheduled.