TELEWORK PROCEDURE

For the period of time that the University is operating in an online work environment, the following requirements will be waived for telework eligibility:

  • Telework is not a substitute for childcare, elder care, and/or any type of caregiving; the employee must continue to make arrangements for child or dependent care to the same extent as if the employee was working from the University worksite.
  • The employee PRD evaluations meets or exceeds expectations.
  • Employee must have successfully completed the required probationary period for their current position.
  • Telework training with HR/OIT requirement.

Please contact the Office of Human Resources for questions and Office of Information Technology for technology needs. 


USG policy sets the framework for regular teleworking opportunities for staff.  Before any employee begins teleworking on a regular basis, the policy requires the following criteria be met:

  1. The employee’s position must be considered eligible for telework by their supervisor.  The policy describes what types of positions may be considered eligible.  Not all positions are eligible for telework.
     
  2. Teleworkers must attend a telework training session.  Telemanagers are encouraged to attend.
     
  3. The Telework policy has three attachments that must be completed and submitted to USG-HR.
    • Attachment 1: The "Telework Agreement and Plan" must be completed by the employee and supervisor, and then submitted for next-level approvals.
    • Attachment 2: The "Remote Workplace Checklist" must be completed by the employee and supervisor.  
    • Attachment 3: The "OIT Checklist" must be completed by the employee.

Please read: Suggestions for Setting-Up Your Home Office

TELEWORK TRAINING & INFORMATIONAL SESSIONS

Training sessions are available for both teleworkers and telemanagers by request.  

How we will work

Units with employees who are currently teleworking should plan for these employees to continue to telework. We encourage the use of the Telework Agreement  and/or regular check-ins for all teleworking employees. This tool will clarify expectations for both supervisors and employees. If an employee does not have enough work that can be completed remotely to maintain a full workload, the supervisor, with approval from the department head, should consider temporarily assigning alternate duties or scheduling a mix of on-campus and telework.All non-essential USG staff including regular faculty or staff member, contingent 1 or contingent 2 employee, student employee are expected to telework and provide access to services remotely. This is a dynamic and evolving situation and the decision to return to on-site will be continually evaluated. 

FAQ's

  • What is Telework?

A: Telework/work from home is a work arrangement in which employees complete the same work normally performed at the workplace, but do it from home or other locations away from the office. 

  • Who is eligible to telework?

A: All USG staff including regular faculty or staff member, contingent 1 or contingent 2 employee, student employee are eligible to telework and provide access to services remotely until on-site facilities are re-opened, if their duties can be accomplished via telework

  • How do employees know if they are in a position that is eligible for telework?

A: Many employees already have telework arrangements under institutional policies and agreements. Though not all jobs are suitable for telework, many are. Any employee who is unsure whether their job is suitable for telework should speak with their supervisor. 

  • What if my job is not suitable for telework? Am I required to report on-site?

A: Any staff not deemed essential should not be present on-site to perform their duties at this time. Employees who are not on any previously approved leave of any type and are in positions that are not appropriate for telework will be placed on administrative leave.

  • What if I have not previously signed the agreement with HR and my supervisor for a telework arrangement?

A: At this time all other policies and requirements pertaining to telework arrangements have been relaxed. 

  • If it is determined that I am eligible to telework, how do I obtain the appropriate equipment, files and access to systems?

A. Employees should consult with their immediate supervisors regarding telework equipment and access to systems.

  • Would I be able to telework if my child's school closes?

A: Certain common restrictions on teleworking may be waived. For example, the restriction on teleworking from home when caring for children or dependent adults will be waived if employees believe they can telework while providing any necessary care. 

  • I have small children at home and their school is closed.  I believe I can still accomplish my tasks, but I need flexibility in my work hours in order to get my work done.  Is this acceptable?

A. Employees should consult with their immediate supervisors to discuss adjustments to their work schedule.  The University is strongly encouraging supervisors to be flexible in light of the extraordinary circumstances; however, depending on the type of work the employee performs, adjusting the work schedule may not be possible in all cases.  Employees who believe they will be unable to successfully complete their tasks while caring for children should see the section on “Expanded Paid Family and Medical Leave”.

  • Will employees who are required to report to work as usual when the facility is temporarily closed receive additional compensation?

A: At this time, only if an employee is deemed essential can be asked to report on-site. Nonexempt employees who are required to work on campus during this period will be paid as usual. In addition, if other employees who support that operation or work in that building are granted administrative leave for the same time period, the employees who are required to work on campus should be given the choice of receiving compensatory leave or a cash equivalent payment equal to the amount of administrative leave granted those employees.

  • Will teleworking employees be granted additonal administrative leave?

A: All teleworking employees will receive their regular pay; they will not be granted any additional paid Administrative Leave.

  • If I am Essential, do I have the option to telework or am I required to come in physically to work?

A. Essential employees should consult with their immediate supervisor to determine whether they need to report physically to campus.

  • What should an employee do if they are expected to telework but they feel sick?

A: Any employee who is sick should stay home, contact their health care provider, and communicate their status to their supervisor as soon as possible. You may be eligible for Emergency Paid Sick Leave (EPSL) and/or Extended Family Medical Leave (EFML). Please contact your HR representative for assistance and/or consult with the UHR Leave Management Team at umdleave@umd.edu for details on this and other available leave options.

  • What if an employee is teleworking and becomes too ill to work or cannot work because they need to take care of an ill family member?

A: Please see the answer above.

  • Are there any best practice guidelines for teleworking during COVID-19?

A: USG Teleworking Best Practices - COVID 19