{"id":847,"date":"2026-01-14T15:33:17","date_gmt":"2026-01-14T21:33:17","guid":{"rendered":"https:\/\/uwm.edu\/policy\/?post_type=library&p=847"},"modified":"2026-03-16T12:29:59","modified_gmt":"2026-03-16T17:29:59","slug":"telecommuting","status":"publish","type":"library","link":"https:\/\/uwm.edu\/policy\/library\/telecommuting\/","title":{"rendered":"Telecommuting (Interim)"},"content":{"rendered":"\n
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Purpose<\/h2>\n<\/div>\n\n\n\n
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This policy provides a framework for telecommuting\u202fagreements with an employee and is based on UW System Administrative Policy 1228. <\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n

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Scope<\/h2>\n<\/div>\n\n\n\n
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This policy does not apply to\u202ftelecommuting\u202fagreements that are part of a reasonable accommodation under the Americans with Disabilities Act of 1990<\/a> or a religious accommodation under Title VII of the Civil Rights Act of 1964<\/a>.\u00a0<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Definitions<\/h2>\n<\/div>\n\n\n\n
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Telecommuting<\/strong> – An employment arrangement in which an employee performs their job functions from an approved alternate worksite other than the employee\u2019s primary headquarters location (main office), one or more days per month on a standard and recurring basis. <\/p>\n\n\n\n

Intermittent Telecommuting<\/strong> – An unplanned period of\u202ftelecommuting\u202farising out of transient circumstances (e.g. illness, weather emergency, temporary school closure, etc.) lasting no longer than ten consecutive business days. <\/p>\n\n\n\n

Short-Term Telecommuting<\/strong> – A continuous period of part-time or full-time time\u202ftelecommuting\u202flasting no longer than three months. <\/p>\n\n\n\n

Long-Term Telecommuting<\/strong>– A continuous arrangement for part-time or full-time\u202ftelecommuting\u202fsubject to at least annual review. <\/p>\n<\/div>\n<\/div>\n\n\n\n

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Policy<\/h2>\n<\/div>\n\n\n\n
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It is the policy of the UW System and 51ÁÔÆæ that telecommuting arrangements are permitted when approved by the employee and their immediate supervisor with notice of the agreement provided to the appropriate Vice Chancellor\/Division Head or Dean\/designee, in the case of schools and colleges, when it is feasible that an employee could fulfill their job duties from and alternate location for the period covered by the arrangement; and when the telecommuting arrangement does not disrupt 51ÁÔÆæ’s operations. Telecommuting arrangements may also be initiated by the employer for any legitimate business purpose. The decision to authorize a telecommuting agreement is at the discretion of the supervisor, subject to the review of the appropriate Vice Chancellor\/Division Head or Dean, in the case of schools and colleges. This policy applies to limited appointees, academic staff, university staff, and LTE or student employees. Faculty, instructional academic staff, graduate assistants, and teaching assistants must follow the policy only if they propose to work from outside of Wisconsin.<\/p>\n\n\n\n

A. Eligibility<\/h3>\n\n\n\n
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  1. Only employees whose job duties can be fulfilled from a remote location are eligible for a\u202ftelecommuting\u202fagreement. <\/li>\n\n\n\n
  2. Telecommuting\u202fis only available if the work unit and institution can monitor or measure the work product produced by the employee during the period of\u202ftelecommuting. <\/li>\n\n\n\n
  3. Telecommuting\u202fis only available to employees who have all tools required for their job available to them at the remote location, as determined by the employee\u2019s supervisor. Working space, insurance, utilities, and other services for the remote workspace must be provided by the employee at their own expense as a condition of the\u202ftelecommuting\u202fagreement. <\/li>\n\n\n\n
  4. Prior to beginning a\u202ftelecommuting\u202farrangement, the employee must certify to 51ÁÔÆæ that their remote workspace meets minimum safety requirements. <\/li>\n<\/ol>\n\n\n\n

    B. Duration and Telecommuting Agreement<\/h3>\n\n\n\n
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    1. Intermittent Telecommuting\u202fis permitted for an eligible employee without a formal written agreement upon the mutual consent of the employee and their supervisor. <\/li>\n\n\n\n
    2. Short-Term Telecommuting\u202fis permitted for eligible employees. A\u202fshort-term telecommuting\u202fagreement which extends beyond three months should be converted to a\u202flong-term telecommuting\u202fagreement if both the supervisor and the employee desire to continue the\u202ftelecommuting\u202farrangement. <\/li>\n\n\n\n
    3. Long-Term Telecommuting\u202fis permitted in accordance with this policy.\u202f <\/li>\n\n\n\n
    4. Any\u202fShort-Term or Long-Term telecommuting\u202farrangement longer than two weeks must be documented through the\u202fHRS Telecommuting Application and Approval Form.<\/a> <\/li>\n<\/ol>\n<\/div>\n<\/div>\n\n\n\n
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      Limitations<\/h2>\n<\/div>\n\n\n\n
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      1. The approval or end of a\u202ftelecommuting\u202fagreement does not affect or change an employee\u2019s conditions of employment, salary, or benefits. <\/li>\n\n\n\n
      2. Employees who are\u202ftelecommuting\u202fare required to attend meetings, work, or other functions away from their alternate workspace, if circumstances require such travel. <\/li>\n\n\n\n
      3. Employees who are not FLSA-exempt must report actual hours worked and may not work overtime, or additional hours that generate night or weekend differentials, without receiving supervisor approval in advance of the overtime work being performed. Night and weekend differentials are not available when a\u202ftelecommuting\u202femployee chooses to shift their work hours into a night or weekend period for the employee\u2019s benefit or convenience. <\/li>\n\n\n\n
      4. Employees who are\u202ftelecommuting\u202fwill work their approved normal work schedule during the period of the\u202ftelecommuting\u202farrangement unless an alternate schedule is agreed upon in advance. <\/li>\n\n\n\n
      5. Employees who are\u202ftelecommuting\u202fmust be available during their normal work hours. Employees should be reachable by telephone, video conferencing or some other form of live communication during the workday, as per the arrangements with their supervisor and coworkers. <\/li>\n\n\n\n
      6. An employee operating under a\u202ftelecommuting\u202fagreement is subject to the same notification, approval, and reporting requirements for sick leave or other paid time off as if the employee were working at their 51ÁÔÆæ work location. <\/li>\n\n\n\n
      7. Employees who are\u202ftelecommuting\u202fmust have general liability homeowner\u2019s or renter\u2019s insurance. Employees are responsible for notifying their homeowner\u2019s or renter\u2019s insurance company of their intent to work from home. Employees may not host UWS\/51ÁÔÆæ business visitors, including other employees, in their home. The employee must provide the employer with evidence of insurance upon request. <\/li>\n\n\n\n
      8. Employees who are\u202ftelecommuting\u202fare responsible for complying with all University of Wisconsin System risk management and information technology security and access policies while in their alternate workspace, as well as any 51ÁÔÆæ policies covering these subjects, to the same extent as if they were working at their primary headquarters location. 51ÁÔÆæ employees are also responsible for complying will all applicable UW System and 51ÁÔÆæ policies, and local, state, and federal laws while in their alternate workspace and during their work hours. <\/li>\n\n\n\n
      9. Any\u202ftelecommuting\u202fagreement which involves the employee working outside of the State of Wisconsin requires the approval of a Vice Chancellor\/Division Head. Such approval shall only be granted after consultation with University Legal Counsel regarding the tax and employment law implications of remote work based out of state.\u202f A supplemental agreement may be required as part of the approval for out-of-state\u202ftelecommuting. Employees approved for work out of state are responsible for complying with all tax laws and regulations that may apply in their work location. <\/li>\n\n\n\n
      10. Maintenance of any University-owned equipment issued to a\u202ftelecommuting\u202femployee will be performed only by a University-authorized technician. Maintenance and repair of employee-owned equipment is the responsibility of the employee. <\/li>\n<\/ol>\n<\/div>\n<\/div>\n\n\n\n
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        Approvals<\/h2>\n<\/div>\n\n\n\n
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        1. Approval of any\u202ftelecommuting\u202fagreement is at the discretion of the employee\u2019s supervisor. <\/li>\n\n\n\n
        2. Notice of any\u202ftelecommuting\u202fagreement longer than\u202fintermittent telecommuting\u202fwill be routed to the appropriate Vice Chancellor\/Division Head or Dean\/designee, in the case of schools and colleges, overseeing the employee\u2019s work area. <\/li>\n\n\n\n
        3. Telecommuting\u202fagreements may be discontinued with 30 days\u2019 notice by either the employee or the institution at any time without cause. This time may be extended by mutual agreement or may be shortened either by mutual agreement or if urgent, exigent circumstances require a shorter notice period to meet an important interest of 51ÁÔÆæ. <\/li>\n\n\n\n
        4. Telecommuting\u202fagreements may be modified at any time at the discretion of the employee\u2019s supervisor. Employees should receive reasonable notice in advance of any modification.\u202f The length of the notice should be guided by the interests behind the modification balanced with the employee\u2019s needs.\u202f The length of notice is determined by the supervisor. <\/li>\n\n\n\n
        5. If an employee is dissatisfied with a supervisor\u2019s decision regarding the approval, modification, or termination of a\u202ftelecommuting\u202fagreement, the employee may bring any issues or concerns to the Human Resources Business Partner who works with their school, college or division for review and resolution. <\/li>\n<\/ol>\n<\/div>\n<\/div>\n\n\n\n
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