Telecommuting is a work arrangement, either full-time or part-time, whereby eligible university employees are authorized by appropriate management to regularly perform the normal duties and responsibilities of their positions, through the use of computers and other telecommunications, at sites other than their usual place of work.
Things to consider in setting up a telecommuting arrangement are:
- Is the proposed telecommuting arrangement in the best interests of the university or is the telecommuting arrangement solely for the convenience of the employee?
- Where will the telecommuting site be located? Is the location conducive to a safe and effective telecommuting situation?
- What is the proposed duration of the telecommuting arrangement? Is this acceptable?
- What is the proposed work schedule at the telecommuting site and how often will the employee be expected to return to the regular work site?
- Have the employee and supervisor agreed on how work will be assigned, results will be monitored/reviewed, and the employee's performance will be evaluated (e.g., quality, productivity, timeliness, expected results/outcomes)?
- Which equipment and/or services required for the employee to effectively perform his/her job will be provided by the university? Which will be provided by the employee?
- Have equipment and/or services to be provided by the university, and/or has remote access to the employee’s workplace computer, been authorized in accordance with university procedures?
- Does the employee understand his/her responsibilities with respect to safeguarding university property and/or documents located at the telecommuting site and preventing unauthorized access to any sensitive or confidential information and/or data?
- Does the employee understand that he/she should not be responsible for care-giving for children, parents, or others during scheduled hours of work?
- How do overtime work considerations, use of annual and sick leave, and workers’ compensation requirements impact the arrangement?
- What review will be conducted to ensure that the telecommuting arrangement is achieving what it was designed to achieve and the provisions and conditions of the telecommuting agreement are being complied with?
This procedure does not apply to situations where employees work at home on an incidental or occasional basis for various reasons (e.g., to complete regular assignments or special projects that require concentration and fewer interruptions). These alternate work site situations can be approved by an employee’s department on a case by case basis.
The procedure below applies to Administration and Staff employees. Refer to Office of the Provost Faculty Policies or USF Health Faculty and Academic Affairs, as applicable, for faculty telecommuting procedures. Refer to FIND IT for USF Regulations or USF System Policies on this topic.
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