Working remotely during COVID-19
- Alternate Work Location
- Breastfeeding in the Workplace
- Children in the Workplace
- Chosen and Legal Name and Gender Change Policy for Students, Faculty, and Staff
- Commercial Motor Vehicle Operator Drug Testing
- Compensation Policies
- Criminal Background Screening
- Disclosure of Campus Security Policy and Campus Crime Statistics
- Drug-Free Workplace
- Eligibility for Rehire
- Employment of Relatives Policy
- Employment Reference Policy
- Essential Employees
- Family Medical Leave Act (FMLA) Policy
- Marine Operator Drug and Alcohol Testing Policy
- Modified Duty Program
- Non-student Hourly OPS Employment
- Notice of Voluntary Resignation
- Paid Family Leave Policy
- Political Activity
- Reporting and Investigating Fraudulent or Other Wrongful Acts
- Sexual Harassment
- Social Media
- Software Copyright Policy
- State Vehicle Seatbelt Use Requirement
- Training Attendance
- University of Florida Standard Operations
- Vulnerable Persons
- Working Remotely Abroad
- Working Safely and Maintaining Workplace Health Standards
- Workplace Violence
How does telecommuting work?
Telecommuting is a work arrangement in which some or all of the work is performed from home or another off-site location. In general, regular office hours are adhered to and deviations from an employee’s normal work schedule require supervisory approval.
Which jobs are suited for remote work?
Telecommuting is easiest to implement for jobs or tasks that require reading, writing, research, working with data and talking on the phone. In general, and at management’s discretion, all or some components of a job may be done off-site without disruption to the flow of work and communication. All employees, including student and OPS employees, are eligible for this agreement if their work duties permit.
Which jobs are not as well suited for remote work?
Employees in positions requiring in-person contact and/or customer service or that rely upon specific equipment or supplies to work on site may not be eligible for remote work. Supervisory roles also may be excluded from consideration unless a department does not have concerns about this arrangement. Some jobs that may not seem appropriate at first may be modified so employees can work remotely.
What’s most important to starting a productive alternate work location agreement?
Clearly outlining and adhering to alternate work location agreements can be beneficial to both employees and their managers. Everyone should provide clear check-in times and hours of availability. With proper planning, communications challenges are minimized.