ºÚÁÏÇ鱨վ

1. Purpose and Applicability

   The ºÚÁÏÇ鱨վ (ºÚÁÏÇ鱨վ) is a highly collaborative workplace.Ìý ºÚÁÏÇ鱨վ recognizes the strategic importance of work-life balance for employees while supporting the operational needs and business continuity of each department.Ìý The purpose of this policy is to provide guidance for hybrid and remote work at ºÚÁÏÇ鱨վ.

   This policy applies to stateside regular and contingent, exempt, and nonexempt staff and collegiate faculty employees.Ìý Nonexempt employees who are represented within the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable ºÚÁÏÇ鱨վ HR Policies; where there is a conflict between the two, the MOU shall prevail.

2. Definitions
   1. Onsite Worker – An employee whose work duties must be carried out at a ºÚÁÏÇ鱨վ work location and is not suitable to be performed remotely.
   2. Hybrid Worker/Employee – An employee who works from a remote location but is expected to report on a consistent, periodic, occasional, or as needed basis to a ºÚÁÏÇ鱨վ work location as deemed necessary by the employee’s supervisor.
   3. Remote Worker/Employee – An employee who is designated by the department as remote and primarily works from a remote location.Ìý A remote worker can be required to report to a ºÚÁÏÇ鱨վ work location for business reasons.
   4. Remote Location – A work location other than a ºÚÁÏÇ鱨վ work location from which a hybrid or remote worker is expected to perform the duties contained in the employee’s job description.
   5. Consumable Office Supplies – Office supplies that employees use recurrently, get used up, and/or discarded by an employee in the normal course of performing their job duties.Ìý Examples include, but are not limited to, paper, pens, file folders, Post-It notes, note pads, etc.
3. Administration
   1. Deans or department vice presidents are responsible for ensuring approved hybrid or remote work is within the scope of this policy.
   2. Hybrid or Deans or vice presidents of departments that are responsible for adhering to their respective military contracts and memorandums of understanding (M.O.U.s) must abide by those contracts and M.O.U.s when determining an employee’s hybrid or remote work designation.
   3. Remote work requires the remote worker to perform and sustain all essential duties within the scope of the position and to meet all performance expectations.
   4. Work related meetings held at a hybrid or remote location should be approved in advance by an employee’s supervisor.ÌýEmployees are responsible for ensuring that meeting participants comply with USM, State of Maryland, and ºÚÁÏÇ鱨վ policies, procedures, rules, and practices.
   5. Wages, merit increases, benefits, and time off accrual shall be the same for a hybrid or remote worker as they are for equivalent onsite worker.
   6. USM, State of Maryland, and ºÚÁÏÇ鱨վ policies, procedures, rules, and practices shall apply to the hybrid or remote worker and remote location.Ìý Failure to follow policies, rules, practices, and/or procedures may result in disciplinary action up to and including termination of employment.
4. Schedule and Availability
   1. Employees may be required to report to a ºÚÁÏÇ鱨վ work location.Ìý Reasons for being asked to report to a ºÚÁÏÇ鱨վ work location include, but are not limited to, project work, attending job-related meetings, training sessions and/or conferences that may require face-to-face participation at a ºÚÁÏÇ鱨վ work location, commencement, or other designated location, as applicable.
   2. Employees and supervisors are encouraged to collaborate on establishing a schedule that includes how frequently the employee must report to ºÚÁÏÇ鱨վ work location in accordance with Policy VII-6.10-GC – ºÚÁÏÇ鱨վ Policy on Work Schedules.
   3. Employees shall be available by e-mail, telephone, or other communication methods during established work hours as agreed upon between employee and supervisor.

5. Safe Onsite/Remote Workspace

   Employees and their supervisors are responsible for complying withÌýVII 7.40-GC - ºÚÁÏÇ鱨վ Policy on Accident Time Off and P-VII 7.40-GC - Procedures for ºÚÁÏÇ鱨վ Policy on Accident Time OffÌýfor reporting work related injuries that may occur at a remote location and are expected to allow agents of ºÚÁÏÇ鱨վ to investigate and/or inspect the remote location as part of the claim processing.

6. Child and Dependent Care

   Employees are expected to use discretion if they have children or other dependents present while working remotely and take the necessary measures to ensure that they can meet and maintain performance and behavior expectations.Ìý Department units may have specific business needs which take into account the nature of the employee’s essential job functions.

7. Confidentiality and Institutional Data
   1. An employee is expected to protect ºÚÁÏÇ鱨վ records from unauthorized disclosure or damage and comply with all ºÚÁÏÇ鱨վ policies, requirements, and applicable laws and regulations regarding disclosure of ºÚÁÏÇ鱨վ information, including but not limited to all personnel records, all student records under the Family Educational Rights and Privacy Act (FERPA), and all medical documentation pursuant to the Health Insurance Portability and Accountability Act (HIPAA) and other applicable privacy laws.
   2. Products, documents, and records developed by an employee for ºÚÁÏÇ鱨վ work purposes are property of ºÚÁÏÇ鱨վ in accordance withÌýIV-3.20 ºÚÁÏÇ鱨վ Policy on Intellectual Property.

8. Tax and Other Legal Implications

   An employee may be subject to new or different state or local income tax regulations based upon where they reside.Ìý Employees should consult with their personal tax advisors at their own expense and update their tax withholding certificates (i.e., Form W4) upon making any changes to their residency or remote location.Ìý ºÚÁÏÇ鱨վ will not be liable for any state or local income taxation obligations, interest charges, or penalties to which an employee is subject or for any associated defense costs (such as legal or accounting fees).

9. Office Supplies

   A remote or hybrid worker should request consumable office supplies through the department’s standard operating procedure when possible and practical, and supplies may be delivered directly to the employee’s requested remote location.Ìý A remote or hybrid worker may be reimbursed for the independent purchase of consumable office supplies in accordance with the applicable policies and procedures.

10. Office Equipment
    1. ºÚÁÏÇ鱨վ will provide a ºÚÁÏÇ鱨վ-issued laptop computer to an employee when appropriate and practical.Ìý ºÚÁÏÇ鱨վ will configure the laptop, and it will have a standardized, ºÚÁÏÇ鱨վ-approved operating system.
    2. An employee shall refer to ºÚÁÏÇ鱨վ Policy X-1.12 – Acceptable Use, which governs the acceptable use of equipment provided by ºÚÁÏÇ鱨վ.
    3. Employees are responsible for the following:
       1. Reimbursing ºÚÁÏÇ鱨վ for any intentional damage or damage resulting from gross negligence to ºÚÁÏÇ鱨վ laptop or other ºÚÁÏÇ鱨վ equipment;
       2. Reporting any malware discovered on a ºÚÁÏÇ鱨վ-issued laptop or other ºÚÁÏÇ鱨վ equipment, such as a virus or spyware, to ºÚÁÏÇ鱨վ IT Risk atÌýit-risk@umgc.edu; and
       3. Using a secure wireless connection when conducting ºÚÁÏÇ鱨վ business or using ºÚÁÏÇ鱨վ-issued devices.
    4. If the ºÚÁÏÇ鱨վ-issued laptop or other equipment fails or malfunctions, the employee shall immediately notify the University’s IT Help Desk to initiate repair or replacement.
    5. ºÚÁÏÇ鱨վ issued equipment is the property of ºÚÁÏÇ鱨վ and shall be returned to ºÚÁÏÇ鱨վ upon the termination of active employment. Ìý

11. Travel Expenses

    ºÚÁÏÇ鱨վ shall pay or reimburse the cost of travel in accordance with VIII-11.00 ºÚÁÏÇ鱨վ Policy on University Travel.

12. Inclement Weather and Emergency Conditions

    ºÚÁÏÇ鱨վ employees and supervisors should refer toÌýVII 6.14-GC – ºÚÁÏÇ鱨վ Policy on Inclement Weather and Emergency Conditions for Staff and Faculty Employees

13. Commencement

    Stateside onsite, hybrid, and remote workers may be required to work commencement if they live within 50 miles of ºÚÁÏÇ鱨վ.Ìý Overseas onsite, hybrid, and remote workers may be required to work commencement if they live within 100 miles of the commencement location.

IMPLEMENTATION PROCEDURES

The ºÚÁÏÇ鱨վ President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the ºÚÁÏÇ鱨վ community; and to post the policy and any applicable procedures on the ºÚÁÏÇ鱨վ website.

Replacement for:

VII-6.11-GC – ºÚÁÏÇ鱨վ Policy on Telework for Exempt and Nonexempt Staff and Faculty Employees

See all Human Resources Policies and Procedures