Work Arrangements and Resources for Success
At the University of Delaware, the work of our colleges and units is supported by the coordination, collaboration, and connection that happen when we are together on campus. Being present allows for the mentorship, the unplanned conversations that solve problems early, and the everyday availability to one another that our work depends on. In-person work is the University's starting point.
Flexible work arrangements, including remote work, are considered where they fit the responsibilities of a position and the operational needs of a unit. Flexible work arrangements include alternative scheduling, compressed schedules, job sharing, reduction in time, and in some cases telework. All arrangements require supervisor approval, HR review, and are subject to ongoing review.
Flexible work arrangements may take several forms. Most arrangements involve scheduling rather than location, including alternative arrival or departure times, compressed schedules, job sharing, and reduction in time. Remote work, where part or all of the work is performed away from the assigned worksite, is one form of flexible work arrangement.
The University's Flexible Work Arrangements policy refers to remote work as telecommuting, and it is also sometimes called telework; these terms are used interchangeably to describe the same arrangement. Because so much University work benefits from being on campus, remote work is considered case by case rather than offered as a standard option, and it is approved where it fits the role and the needs of the unit. Remote work arrangements are considered against the responsibilities of the role, the operational needs of the unit and the value of in-person collaboration to the work of the team.
Note:
- If you require a workplace accommodation to work remotely due to medical reasons, contact Employee and Labor Relations for assistance.
- If you are on a visa, you must comply with the visa requirements and ensure that they can be met in a remote work environment. For more information, contact the UD Center for Global Programs and Services.
- If you are currently residing out of state, the employee must comply with all state laws that impact your remote work.
Requests for a flexible work arrangement should start through a conversation with the employee's supervisor that the employee initiates. In considering a request, supervisors evaluate the operational needs of the unit, the responsibilities of the position, and, where the request involves working away from campus, the role of in-person presence in the work of the team. Flexible work arrangements that involve shifts in scheduling or work hours can be approved by the supervisor and department head and documented as appropriate. They do not require a separate agreement, but like all flexible work arrangements they are reviewed at least annually, consistent with the Flexible Work Arrangements policy.
For requests that involve remote work specifically, additional steps apply. Remote work requests require approval by the employee's supervisor, relevant dean or vice president, and in some cases an executive leadership group. Requests involving remote work from a location outside of Delaware, Pennsylvania, Maryland, or New Jersey require additional review by Human Resources and likely other UD administrative offices. Approval is not guaranteed.
Where a remote work arrangement is approved, it is formalized through a Remote Work Agreement and is valid for one year consistent with the University’s Flexible Work Arrangements policy. Before the agreement expires, an employee who wants a remote work arrangement to continue must initiate a new discussion with their supervisor and go through the approval process again. Renewal is not automatic, and approval is not guaranteed from year to year. Arrangements are subject to modification and can end consistent with the Flexible Work Arrangements policy.
Here are some resources on how to think about your approach in making this effort successful.
- Telework Agreement Form
- Telework Workspace Self Checklist [PDF]
- Tips for Working Remotely (LinkedIn Learning)
Technology Resources
Managers
When considering a flexible work arrangement request, evaluate the position's responsibilities, the operational needs of the unit, and how the proposed arrangement supports collaboration, engagement, and the work of the team.
For remote work specifically, in-person work is the default and remote work is the exception. Remote work is appropriate for some positions and not for others. Depending on the position and reporting line, a request for a remote arrangement may be approved by the supervisor and the relevant dean or vice president in consultation with HR, or it may require executive leadership approval.
An approved flexible work arrangement, including remote arrangement, is valid for one year. To continue it, the employee must file a new request each year, approved through the same process as the original.
Connect
550 S. College Ave., Suite 201, Newark, DE 19713 hrhelp@udel.edu Phone 302-831-2171