Telecommuting and Remote Work Guidelines and Forms
Cal Poly supports the use of a telecommuting work option in positions where appropriate and beneficial to the University and the employee. The Telecommuting/Remote Work program recognizes the benefits available through a planned and managed telecommuting program. Such an option can save commute time and expense for employees, relieve some of the congestion on campus, and offer some uninterrupted time for concentrated work.
The opportunity to participate in a telecommuting program is offered only with the understanding that it is the responsibility of the employee to ensure that a safe and proper work environment is maintained (e.g., an ergonomically appropriate and safe workspace is required; dependent care arrangements are made as not to place dependents at risk of a lack of appropriate care or interfere with the employee’s ability to perform work; personal disruptions such as non-business telephone calls and visitors are kept to a minimum; etc.). Failure to maintain a safe and proper work environment provides cause for an employee’s immediate termination from this program.
Telecommuting opportunities are based upon the duties of the employee’s position and program requirements as determined by the appropriate Vice President. Eligibility of represented employees may vary from bargaining unit to bargaining unit, depending upon negotiated agreements.
A part-time or full-time telecommuting/remote work arrangement may be approved for an exempt or non-exempt employee when it is in the best interest of the University and the employee, and for bargaining unit employees, when it is allowed by the respective Collective Bargaining Agreement (CBA) or Memorandum of Understanding (MOU). The opportunity for telecommuting/remote work is at management’s discretion and must take into consideration numerous factors, including the job/position, nature of the work performed, operational needs, impact on the department and employee performance. Decisions concerning approval, terms, and termination of telecommuting are within the sole discretion of management and there are no rights to appeal, grievance, or any other process to challenge the decision.