Interim Remote Work Policy Re: COVID-19

Effective on an interim basis as of March 13, 2020

Refer Questions toExecutive Director, Human Resources

 

Scope 
Gallaudet University adopts this Remote Working Policy (“Policy”) on an interim basis in response to the COVID-19 virus to take effect March 13, 2020 until further notice (“Interim Period”). Remote working is not an entitlement and the University is under no obligation to continue this Policy after the Interim Period ends. The University reserves the right, in its sole discretion, to modify and/or revoke the Policy in part or in its entirety at any time. 

Policy
Employees whose job positions are designated as remote or partially remote (collectively “Designated Remote Positions”) by their Supervisor, and in consultation with the Unit Administrator, will work according to this Policy. This Policy is to supersede the University’s limit on an employee’s ability to telework up to four days a month in Administration & Operations Manual Policy 4.05 Hours of Work/Flexible Work Arrangements (“A&0”). All other requirements and procedures in A&0 4.05 will apply to employees working pursuant to this Policy and under a Remote Work Agreement. This Policy does not apply to employees in positions that are not Designated Remote Positions and who are otherwise expected to physically work at the University’s campus in Washington DC in the absence of an order to close all operations by a government agency or public health authorities due to COVID-19 (“Forced Closure”).

In general, remote working means that an employee is not expected to physically carry out her or his job duties on the University’s campus in Washington DC. Partial remote working means that an employee is expected to come to campus on a semi-regular basis in the absence of a Forced Closure. However, in certain circumstances, and in the absence of a Forced Closure, all employees covered by this Policy are expected to return to campus to perform certain duties on an as needed basis, determined by the employee’s Supervisor.


Eligibility
Employees are eligible for this interim remote working arrangement only if their job position is designated as remote or partially remote. The decision to designate a job position as remote or partially remote is made by the Supervisor, in consultation with the Unit Administrator and if appropriate, Human Resources.

 
Remote Work Agreements
An employee who is in a Designated Remote Position during this Interim Period must enter into a written Remote Work Agreement setting forth the employee’s regular hours, criteria for an acceptable working environment, responsibilities, that address matters related to office equipment and expense reimbursement, if applicable, and any other requirements in the Supervisor’s discretion. The Remote Work Agreement must be approved by the Unit administrator and Human Resources. Remote Work Agreements will be periodically reviewed and can be amended or withdrawn at any time at the discretion of the University.

Other Policies Remain In Effect
All other University policies and procedures will apply to employees working under a Remote Work Agreement (with the exception of the four day telework limit in A&0 4.05), including but not limited to policies related to leave, timekeeping, overtime, and confidentiality. Remote working in no way changes the employee’s “at will” employment status with the University.

This Policy is not intended to constrain an employee’s right to request a reasonable accommodation for a disability. Please see A&O Policy 1.10 for details regarding requests for reasonable accommodations.

Gallaudet

800 Florida Avenue NE
Washington, DC 20002

Gallaudet

800 Florida Avenue NE
Washington, DC 20002