Telecommuting Guidelines

I. Summary

UC Santa Cruz is committed to creating and preserving a healthy and supportive environment for every employee. To support employees working remotely now and in the future, the campus has developed Situational Telecommuting and Routine Telecommuting/Remote Work guidelines.

Situational Telecommuting Guidelines

Situational Telecommuting is working remotely that is NOT part of a previously established alternative work arrangement (applicable to COVID-19, Wildfires or disruptive events). 

UCSC Staff Employee Situational Telecommuting Guidelines: Provide employees and managers with a general framework appropriate for working remotely without an established alternative work arrangement, with the intention of offering the flexibility needed to adjust to changing circumstances as a situation evolves.

Routine Telecommuting/Remote Work Guidelines

Routine Telecommuting and Remote Work are working remotely as part of an established work arrangement. An agreement may be approved for an exempt or non-exempt staff employee when it is in the best interest of the University and the employee. The opportunity is at management’s discretion and must take into consideration numerous factors, including the job/position, nature of the work performed, operational needs, impact on the department and employee performance.

  • Routine Telecommuting allows an employee to work on a part-time basis at an alternate location other than a UCSC worksite while maintaining an assigned work location (e.g., office or cubicle) at a UCSC worksite.
  • Remote Work allows an employee to work entirely at an alternate work location other than a UCSC worksite, without having an assigned UCSC worksite (e.g., individual office or cubicle).

UCSC Staff Employee Routine Telecommuting/Remote Work Guidelines: Provide employees and managers with a general framework for established alternative work arrangements; however, they do not attempt to address the special requirements of all staff employees or positions. Specific conditions and agreed-upon work arrangements are outlined in a Routine Telecommuting/Remote Work Agreement, which is strictly voluntary, may be subject to modification or termination at any time based on performance, operational or business needs and may be withdrawn or terminated by any party.

II. Tools and Resources

  • UC Santa Cruz Ergonomics: Provides tips for working remotely.
  • Self-Assessment: A one-page survey that helps inform compatibility for working remotely with criteria including appropriate job duties, success in current position, self-management, flexibility, communication skills and an appropriate remote working environment.
  • Self-Certification Safety Checklist: Guides the employee in assessing the overall safety of the proposed alternate worksite and computer workstation, including UCSC ergonomics training and worksite assessment.
  • Routine Telecommuting/Remote Work Agreement:
    • This link will take you to a DocuSign page where you will enter the names and email addresses of the manager/supervisor, employee, and department head of the telecommuting employee.
    • Note: The Self-Certification Safety Checklist needs to be completed by the manager/supervisor and employee before this agreement is completed.
    • The agreement outlines agreed-upon conditions, requirements and expectations to ensure successful telecommuting and remote work arrangements. This document is prepared jointly by the employee and manager and subject to the department head/senior manager’s approval.
  • Resource Needs for Remote Worksites: Key resources along with sourcing options to help support employees in optimizing their remote worksites.