COVID-19 Remote Work Guidelines
As conditions change, this page may be updated at the discretion of the Provost and the Executive Vice President.
Remote Work Overview
Remote working is designed to allow employees to work from home just as they would in the office (i.e, answer calls, correspond to emails, work on projects, attend meetings via teleconference). With the growing recognition of an increased need for remote work, we recommend that you partner with your local IT support staff to take stock of your equipment (computers, chargers, etc.) and proactively test your capability for reliable remote access. This may include testing your home network connection and your ability to remotely access critical applications and on-campus systems, as well as applying necessary software updates.
If relevant to your role, please leave work each day prepared to work from home the next day. That includes taking your laptop and any other equipment you may need to continue to work remotely.
Guides for Remote Work and Instruction
Remote Work Basics
To be successful and ensure performance and productivity do not suffer, we advise the following:
- Ensure you have internet connection
- Guarantee you have calls forwarded to your home or cell phone devices
- Download teleconferencing software to be able to hold and attend meetings as necessary
- Log into your email and calendar
- Ensure you can access our applications and files remotely
- Think of special projects staff can complete at home, who do not traditionally do so
Temporary Limited Campus Operations FAQ
Limited Campus Operations FAQ
Exempt employees are defined as employees who, based on duties performed and the manner of compensation, are exempt from the Fair Labor Standards Act (FLSA) minimum wage and overtime provisions. Exempt employees are paid an established monthly salary and are expected to fulfill the duties of their position(s) regardless of hours worked. Exempt employees are not eligible to receive overtime compensation or compensatory time off, and are not required to adhere to strict time, record keeping, and attendance rules for pay purposes.
Non-exempt employees are defined as employees who, based on duties performed and the manner of compensation, are subject to all FLSA provisions. Non-exempt employees are required to account for time worked on an hourly and fractional hourly basis and are to be compensated for qualified overtime hours at the premium (time-and-one-half) rate. Non-exempt employees are required to accurately record all hours worked using Workday. Hours worked in excess of those scheduled per day and per workweek require the approval of the manager. Failure to comply with this requirement may result in disciplinary action.