Telecommuting Agreement

Prior to executing a Telecommuting Agreement, a telecommuting employee and his/her supervisor should establish a specific work schedule, determine any modification of departmental operations or procedures that need to be completed prior to initiating the telecommuting arrangement, and determine the equipment and resources necessary for the telecommuting arrangement.   

Once the appropriate steps are taken, the telecommuting employee will complete the Telecommuting Agreement and it will be reviewed by Human Resources, and signed by all required parties. 

After all appropriate documents have final approval,  the telecommuting employee should inform the payroll department of the employee’s new work location.

Telecommuting employees should be mindful of the following:

  • Employees are still required to comply with all university policies and guidelines, including all departmental policies and procedures.

  • Employees must maintain the expected quantity and quality of work. Employees and supervisors should review university policy and departmental guidelines and practices regarding sick and annual leave to maintain compliance with them.

  • Employees are responsible for the safety and security of university equipment, software, data, supplies, and furniture at the telecommuting site. Employees and supervisors should review university policy and departmental guidelines and practices regarding the maintenance of  data security and confidentiality.

  • Some equipment and related services may be provided and paid for by the employee’s department.  Equipment such as computers, printers, software provided on loan by the university remain the property of the university, and must be returned upon termination of the telecommuting arrangement. For university equipment that is provided, each piece of equipment must be listed in the Telecommuting Agreement with its serial number by an employee when they take possession.  Employees must return the equipment in the same condition in which it was originally received, minus normal wear and tear.  Employees are personally responsible for missing or damaged equipment.

  • Employees are solely responsible for tax or other legal implications for the business use of their home.

  • The university assumes no liability for injuries occurring in an employee’s home outside of work hours.

  • If an employee lives in rented property, he/she should be aware that their lease may not permit business use of the premises.

  • The arrangement will begin with a 90-day trial period, and can be discontinued during or after that period at any time at the discretion of the employee’s supervisor if the arrangement does not meet the operational needs of the department and/or the employee does not comply with the Telecommuting Agreement.

  • At the conclusion of the trial period the employee and his/her supervisor will evaluate the arrangement and determine whether it should be continued, modified, or terminated.

Terminating a Telecommuting Agreement

A Telecommuting Agreement may be terminated at any time at the discretion of the department or the university.  Although efforts will be made to provide reasonable notice of such a change to accommodate personal commitments, such as childcare and commuting requirements, there may be instances when notice is not possible.

An employee may discontinue participation in a telecommuting arrangement only with the university’s approval.  In some instances, established departmental operations may require telecommuting.  Therefore, an employee must provide his/her supervisor with written notification of a request to terminate or modify the telecommuting arrangement and may not proceed with any changes until the university approves the request.

In the event that a Telecommuting Agreement is terminated, Human Resources should be notified of the termination.  If telecommuting was a requirement of the employee’s position at the time of hire, and the employee or the employee’s department wishes to terminate the telecommuting arrangement, contact Human Resources to discuss the potential consequences of terminating the arrangement.


Take advantage of resources and trainings for telecommuters and supervisors

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