Remote Work at Western

Additional guidance on supporting remote employees is in the process of being developed.  This page will continue to be updated as more tools and resources are finalized.

Find additional information via HR Updates.

We expect the university to be operating fully, in-person with the start of winter quarter, January 4, 2022. However, we have learned a lot about remote work during the COVID pandemic. We understand that outcomes can be delivered effectively working remotely for several types of positions or elements of a position, and that the university can benefit from exploring new work arrangements. We will revisit our approach to remote work and associated telework policies and guidelines over the next six months to examine how we can enrich the workplace by capturing some of the best remote work practices that are relevant to the work of a residential, higher education institution. In this remote work resource guide we provide information, tools and support for employees and supervisors alike as you work together to transition back to campus in a safe and effective way.

For more information on student employees and remote work, please visit the Student Employment Center.  Student employees working remotely do not need to complete the Remote Work Agreement or the Remote Work Feasibility Worksheet.

Determining Remote Work Eligibility

Employer Required Remote Work Arrangements:  Remote work arrangements required by the supervisor do NOT require completion of the remote work feasibility worksheet.

Employee Requested Remote Work Arrangements:

Type of Remote Work Arrangement

Remote Work Agreement Required?

Remote Work Feasibility Worksheet Required?

Full Remote (employee fully works remotely with occasional reporting on-site)





Hybrid (employee has a scheduled mix of ongoing, regular remote work and reporting onsite)






Ad hoc (Employee is preparing for occasional remote work on an as-needed basis)






If you have questions, you can reach out to your HR consultant.

To support flexible digital workspaces for hybrid workers, a good option is to provide a laptop, one or two monitors, a wireless keyboard, a wireless mouse, and a carrying case or sleeve. The Dell site on the Western Marketplace has options for 14” or 15” laptops or a 13” 2-in-1.

If you need to purchase monitors, Dell has video conferencing “C-series” monitors available in 24”, 27”, and 34”. These monitors have built-in webcams, microphones, and speakers. Additionally, they can charge your laptop through the same USB-C cable used to transfer audio and video so there is no need to purchase a docking station. For those who want a second or third monitor, daisy chain a “U-series” monitor. Check with ATUS for details on how to configure a system that best suits the way you work.

Establish an approach in advance so each member of your team is prepared to put the plan in action without immediate instruction in the event of a power outage that prevents communication. As a reminder, overtime-eligible staff and overtime-exempt staff have different time reporting requirements under federal law.

Plans should take into consideration several options depending on the duration of the outage, such as:

  • Preparing and setting aside low-priority projects that can be completed offline. It might literally be that rainy-day project you need!
  • Identifying professional development opportunities that can be completed offline.
  • Utilizing leave or compensatory time. Overtime eligible employees may take partial days of leave. Exempt employees may only take leave in full-day increments.
  • Adjusting the schedule. For classified employees, we must continue to follow the collective bargaining agreement when making schedule changes:
    • The employee may request to make up any missed time, with your approval, provided no overtime expense is occurred.
    • In the event of an emergent operational need, you may adjust the employee’s schedule without prior notice.
  • In rare circumstances, critical work may need to continue. Review with your HR Consultant in advance to consider if working from campus (if available) during an outage is appropriate.