Guidelines for working remotely

In most cases, working remotely is an informal short-term arrangement between the employee and supervisor. If the arrangement is expected to last for more than several days, a Remote Work Agreement is used to create a common understanding of the terms of the arrangement.

In order to manage the impacts of COVID-19, remote work may be employed on a temporary basis if formally requested and approved by the supervisor as part of a campus-wide authorized response.

Items to discuss include the following:

  • Equipment and supplies necessary for the employee to perform the duties of their position. In order to work remotely, the employee may need to utilize personal equipment. No additional reimbursement or payment is anticipated for use of personal equipment or space.
  • Start and end dates must be formally approved by the supervisor. The employee and/or supervisor may end remote work at any time.
  • Practices to ensure department information is stored in web-based applications or departmental servers to protect the security of information; use encryption tools when needed; safeguard records and papers for their return to the office.

Information for supervisors

Supervisors should do the following:

  • Ensure approving remote work will not disrupt business operations or productivity
  • Establish and maintain regular communication intervals
  • Communicate with employees regularly to give work assignment and direction and to review completed work
  • Establish standard work hours or an agreed upon flexible work schedule with the supervisor
  • Account for time worked for hourly employees in the same manner as on-campus work

Remote work information for employees

Employees should do the following:

  • Establish a remote work environment that is conducive to work (working remotely resources from OIT)
  • Remain accessible for group meetings and/or status updates. Attendance is confirmed by the employee being available during assigned working hours. Time off requests should be submitted as needed
  • Report back to supervisor with work plans and provide a written summary of progress via an agreed to method and schedule. This information will be used to support performance evaluation
  • Let supervisor know when additional assignments or work is needed to fill work hours
  • Classified and temporary hourly employees should take scheduled breaks and a lunch hour
  • In case of injury, theft, loss or other liability, allow agents of the university to investigate and/or inspect the work site with reasonable notice
  • Report to the supervisor immediately any Job-related incidents or accidents that occur during remote work
  • Accept responsibility for costs incurred related to residential insurance and utility costs

For questions or more information

Contact the Department of Human Resources at bcnrisk@unr.edu.