Interim Remote Work can be an appropriate option for administrators and staff members. Employees in the above-stated categories should be given flexibility and support to take either time away from work or work remotely. Interim Remote Work should last only for the duration of the outbreak, as defined and communicated by the University.
Eligibility for Interim Remote Work:
Supervisors, at their own discretion, may allow some or all of their staff to work remotely on a short-term basis during the outbreak. Supervisors are responsible to ensure their departments perform critical work to care for the USD community and maintain operations to the appropriate extent communicated by the University; flexibility may be given to non-essential work.
Supervisors should regularly communicate with their staff regarding the fluidity of such situations, as well as changing business needs (such as the need to report to campus). Supervisors or employees may revoke a short-term remote work agreement at any time and for any reason.
Expectations for All Employees:
Staff members working remotely are responsible to:
- Fulfill the expectations agreed upon with their supervisor regarding the scope of their remote work assignment, such as:
- Duties and responsibilities
- Hours of work (rest/meal breaks, overtime, and other wage and hour requirements still apply)
- Hours of availability to communicate regarding University business
- Communication of work assignments and personal needs, including reporting absences of work due to injury, illness, or caring for a family member
- The use of University equipment and materials.
- Appropriately complete their timecard.
- Protect University information by following the University’s policies governing information security, software licensing, and data protection; ensuring that unauthorized individuals do not access USD data, either in print or electronically; and not accessing restricted-level information in print or electronically unless approved by the supervisor and protected by policy-compliant encryption and/or physical controls.
- Maintain a safe environment in which to work.
Supervisors:
Supervisors should communicate specific expectations to individual team members based on each person’s needs and circumstances. To ensure that the remote work assignment is mutually beneficial to both the University and staff members, planning and communicating expectations in advance of the remote work is crucial.
General Agreement:
Staff members must comply with University rules, policies, practices, and instructions and understand that a violation may result in termination of remote work privileges and/or discipline up to, and including, dismissal from the University.
Short-term remote work in extraordinary circumstances does not change the basic terms and conditions of employment with the University. Remote work assignments do not change an employee’s classification, compensation, or benefits. The accrual and charging of leave time is subject to the same policies and procedures applicable to non-remote staff members.
The University of San Diego is an "at-will" employer, meaning that the employment relationship between the University and each of its staff members may be terminated at any time by either the University or the staff member, with or without notice or cause. Remote work assignments are not contracts or promises of employment. Nothing in a remote work assignment guarantees employment for any specific term, nor alters the "at-will" nature of employment.
Additional Information:
