COVID-19 Remote Work Guidelines
As conditions change, this page may be updated at the discretion of the Provost and the Senior Executive Vice President.
Updating Work Location in WorkdayAs the University transitions back to on-campus work, HR analysts should follow the steps outlined in the new Workday Return to Campus and Guide to Changes to Work Location to update individuals’ work addresses. The guide also provides instructions for individuals to update their tax forms to ensure the proper taxes are withheld from their pay.
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
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.