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An eligible employee wishing to undertake remote work at ΢��Ȧ, must make arrangements with their supervisor and receive approval from their department manager, division vice president and the Office of Human Resources. The arrangement is memorialized in a Teleworking Agreement. 

1. Employee must discuss options with supervisor or department manager. 

2. Employee will complete Teleworking Request Form and the Teleworking Agreement. 

3. If the Teleworking Agreement is acceptable to the department manager, the employee and department manager sign Agreement. 

4. Department Manager must forward both forms to the Division’s Vice President for review and approval.

5. The Division’s Vice President then forwards both forms to the Office of Human Resources, Attn: Director of Human Resources. 

6. If the remote work location is outside of Rhode Island, the Director of Human Resources must forward the Agreement to the Vice President for Administration and Finance for additional review before it can be approved.  

7. The six-month waiting period for new staff may be waived after consultation with Human Resources and with the approval of the appropriate Vice President.

8. The fully approved Remote Work Agreement is kept on file with the Office of Human Resources. 

9. Employees must return to their normal in-person schedule at the expiration of the approved agreement unless a new agreement has been submitted and approved. 

10. The employee is responsible for applying and/or reapplying and seeking approval as needed; retroactive application and/or approval will not be accepted.  

11. These agreements are not automatically renewed at the end of the applicable period.  The employee must request a new Teleworking Agreement per the procedure above.

• Does the request support the mission of the department?
• Can the work be performed remotely?
• How will supervision of teleworking staff be carried out?
• Does the teleworking arrangement impact services?
• Does the teleworking arrangement unduly burden other staff?

• Job duties require access to specific personnel, onsite files, or specialized space/equipment/technology in order to effectively perform the job
• The position had regular in-person client/customer/student interaction pre-COVID which became less efficient or effective in a remote environment.
• Position’s job duties require participation in onsite meetings or presentations.
• Telework relationship adds additional cost to the employer. For example, a remote telework arrangement should not typically result in the duplication of office equipment.
• Employee’s continued telework negatively impacts team performance.
   

• Job duties can be conducted outside of the worksite
• Teleworking does not affect the service quality or organizational operations
• Teleworking does not add additional cost to the employer.
• Teleworking does not negatively impact team performance.
   

A teleworking arrangement allows an employee to perform the essential functions of their job from an alternate work location.

Staff employees must have been in their current positions for at least six (6) months, demonstrate satisfactory performance, have no record of discipline within the past twelve (12) months and demonstrate self-motivation, self-discipline, an ability to work independently and meets or exceeds deadlines. Job duties that require independent work, infrequent office-based face-to-face interaction and have defined tasks are typically best suited for telework.

It is recommended you discuss the suitability of teleworking with your supervisor. It is recommended you discuss the suitability of teleworking with your supervisor. (NOTE: Directors may request for compelling reasons that the 6-month waiting period for new staff be waived after consultation with HR and with the approval of the appropriate VP) 

An approved work site other than the employee’s principal office/work station location where official ΢��Ȧ business is performed. Such locations may include, but are not limited to, employee’s homes or satellite offices.

Applications are currently being accepted.

A Telework arrangement may not begin prior to completing and receiving express approval by the appropriate administrators (Director, AVP or VP and Director of HR) via the appropriately completed Teleworking Request Form and Teleworking Agreement.

The length of the teleworking arrangement is temporary and will be approved for the length of time indicated on the “Teleworking Agreement,” but in any case may not continue for more than 12 months.

Yes. Teleworking is not an entitlement or employee right. Teleworking arrangements are approved on a case-by-case basis. Employees on a Teleworking arrangement are required to adhere to all terms and conditions of the Teleworking Policy and all state and ΢��Ȧ policies, practices, rules and procedures as if the employee is working on-site at ΢��Ȧ. Further, employee participation is voluntary, therefore, the employee, director or authorized official may terminate the Teleworking arrangement at any time and for any reason, with or without cause, with advance notice where feasible.

Employees are responsible for providing and maintaining their own workspace furniture, equipment, telephone lines and internet services, including all expenses related thereto.

Staff employees that wish to be considered for teleworking must complete and submit a formal request using the Teleworking Request Form and Teleworking Agreement. The completed forms are submitted to your direct supervisor for review. Your supervisor will coordinate the review of the formal request with the appropriate ΢��Ȧ administrators and HR.

The Teleworking Policy, Teleworking Request Form, and Teleworking Agreement are available on the Office of Human Resources Forms page.