Remote Work at Western
Determining Remote Work Eligibility
- Evaluating positions for remote working
- Remote Work Feasibility Worksheet (revised 8/2021)
- Workplace Accommodations
- Remote Work Agreement
At this time, we do not have the capacity to support requests to work remotely from other states or outside the country. Managing the mix of labor laws and tax implications outside of Washington is very complex. However, we are actively exploring solutions and will keep people updated as we learn more. Updated 6/9/2022.
Note: Remote work arrangements required by the supervisor do NOT require completion of the remote work feasibility worksheet.
|
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) |
YES |
YES |
|
Hybrid (employee has a scheduled mix of ongoing, regular remote work and reporting onsite) |
YES
|
YES |
|
Ad hoc (Employee is preparing for occasional remote work on an as-needed basis) |
YES |
NO |
Teamwork and Communication
Compliance
Logistics
Fall parking and transportation options: Transportation Services
Moving office equipment/technology: Campus Logistics Operations
Self-Care and Wellness
Tips and Best Practices
FAQs
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.