- Telecommuting is appropriate depending on the nature of the employee’s job. For example, if the job requires physical presence (ex., reception, office manager), telecommuting is not appropriate. Types of work that are ideal for telecommuting are project-based work, computer programming, data entry, remote customer service, etc.
- Before a telecommuting arrangement can be considered, the employee must demonstrate a sustained level of high performance and the ability to work under minimal direct supervision. The first-line supervisor must have confidence that the employee can maintain the expected quantity and quality of work while telecommuting.
- Flexible work arrangements should not disrupt the quality of service for students, faculty, staff, and other members of the University community.
- Flexible work arrangements should not result in increased workloads for other employees.
Generally, requests to telecommute are not appropriate when:
- The job requires the employee's physical presence (e.g. supervision of the work of others), or efficiency is compromised when the employee is not present.
- The employee deals with sensitive or confidential data.
- The employee's performance evaluations do not indicate sustained high performance.
- The employee requires close supervision, for example, by the employee's consistent need for guidance on technical matters.
- The employee's current assignment requires frequent supervision, direction or input from others who are on-site.