Remote Work Resources for Employees
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Remote work offers a wide range of benefits such as increased flexibility, improved work-life balance, and no commute time. To maintain our University community’s unique culture of collaboration, inclusivity, and innovation, below you will find resources and FAQs to help you successfully navigate working remotely.
Resources for professional success
There are educational opportunities and support services available to help you with remote work.
- Strategies for Remote Work Success: An MyPath course that covers topics like remote work environment, computer security, communication, and more.
- Technical support: IT-related resources for effectively using tools like Zoom and Box.
Our University-wide support services page and our Staff Training page outline broader resources and professional development opportunities you can take advantage of, whether you’re remote or in the office.
Resources for family and personal wellness
- Stress Reduction Program: The University’s no-cost stress-reduction program provides practical skills around communication, goal-setting, and meditation for eligible employees.
- Mindfulness-Based Stress Reduction Program: A no-cost group program option that explores the studied practice of living mindfully and finding more balance, stability and satisfaction.
- Family Care program: Resources like free Care.com memberships and Backup Care by Care.com can provide eligible employees with access to support for childcare.
- Studio Sweat onDemand: Free virtual fitness and wellness platform available for full and part-time employees. Over 1800 classes available live or onDemand.
Our Well-U page outlines more wellness opportunities for employees to explore.
Frequently asked questions
I am interested in working remotely or hybrid (some remote/some on-site work). Who should I talk to?
Individuals who wish to work remotely should make a request to their direct manager. If appropriate, the manager will complete an evaluation process that consists of an assessment, proposal to leadership, and agreement with the individual. Ultimately, the ability to work remotely will be based on the needs of the business, the employee’s role and job duties, and their role within the department and organization. Hybrid work schedules will be considered as part of this process.
What will my department provide if I am working remotely?
The University will supply, within reason including budget constraints, the required technology to ensure efficiency in working remotely if the arrangement is otherwise approved by division management. The University will not reimburse staff for the expense of office furniture, high speed internet, personal cellular phones, landline phones, fax lines, or research supplies in order to enable remote work. The University is unable to conduct an ergonomic assessment at an employee’s home, so ergonomic equipment will not be provided at home. If the employee is seeking ergonomic equipment as a reasonable accommodation due to a disability, the employee should contact the manager to initiate the accommodation process. The Remote Work Agreement will keep record of any specific arrangements between the department and the employee.
If I begin working remote or hybrid, will I have to give up my on-site workspace?
Per the University’s Remote Work Policy, when an employee is allowed to work remotely, their unit manager must evaluate the University workspace currently occupied by the employee. This evaluation will balance necessary space designated for use by the employee with reduced on-site work time. Shared spaces may be an option that departments use for staff that rotate in and out of the office.
Will there be “touch-down” areas I can work in if I give up my office but need to come in to print or work on a project? Maybe I could book the space?
This may vary based on the departmental space needs. It is a concept being widely discussed and implementation plans are underway in some departments.
Will I have to give up my office phone/phone number? Will the University provide me a cell phone?
Your department should provide you with the required technology to do your job remotely. You should talk to your manager to ensure you have the necessary equipment provided by the University. The University will not reimburse staff for the expense of personal cellular phones or landline phones in order to enable remote work.
If the employee is working hybrid, the department may choose to continue use of an office phone. If the employee is fully remote, an employee can speak to their department about unified messaging, which allows voicemail to be distributed via email, but an office phone will not be provided.
I have a sit/stand desk in my office. If I begin remote work, can I bring this to my home?
The University is unable to conduct an ergonomic assessment at an employee’s home, so ergonomic equipment will not be provided or moved from on-site locations. If an employee has a disability and needs an accommodation to be able to work from home, the employee should contact the manager to initiate the accommodation process.
Can I choose the type of equipment I use when I work remotely – Laptop versus a PC?
The University will supply the required technology to ensure efficiency in working remotely as approved by your manager.
Do I have to use a camera when I am working from home during Zoom meetings?
You should follow any departmental policies or guidelines in place with regard to virtual meetings and remote work.
Can remote work be done from any domestic or international location?
Employees and leaders will identify the remote work location as part of the remote work agreement. This is where remote work should take place. Working out of state subjects the University to numerous other laws and imposes additional insurance and payroll requirements, and costs. Accordingly, all employees working, or seeking to work, outside of New York State are subject to University Policy 132, Employment of Out-of-State Residents and Establishment of Out-of-State Work Locations. Approval pursuant to Policy 132 must be procured prior to any arrangement to work remotely outside New York State. Work outside of the US where the employee remains on the University payroll is generally not supported due to the complexities of regulations imposed by other countries. Opportunities to payroll an employee through an entity in the country in question may be explored with HR, but the costs may be prohibitive. Any changes to work location – whether permanent or temporary – must be approved by your manager.
If I am working remotely, how do I get my University mail, office supplies, or have my computer serviced?
Mail and supplies will not be delivered to home addresses. They will need to be picked up on-site unless an alternate process is determined by each department. An employee should reach out to the IT/ISD Help Desk with any equipment issues. The employee may need to bring the equipment on-site for servicing as service will not take place in remote workspaces.
If my internet goes out at home, will I still get paid for work time?
Your manager may be able to assign other work during this time, or make arrangements for you to work on-site. If these options are not available, you may use Paid Time Off (PTO) or vacation time.
If I work remotely, will I be paid to come onsite for flu shots, health assessments, Biometric Screenings, and Well-U events?
Generally, if flu shots, health assessments, Biometric Screenings and Well-U events take place during normal work hours and employee’s attendance at such events is approved by their department manager, the employee will be paid. Attending events outside the normal work hours will be unpaid.
If I am working remotely, either full-time or hybrid, what are the parking options for when I do need to be on-site? What about if I need full-time parking because I am returning to regular on-site work?
Daily parking passes may be purchased. Please consult the Department of Transportation website for all information related to parking.
How much notice does my manager need to provide for me to return on-site both full-time or just for a meeting?
You should be provided as much notice as possible to return to work on-site. For return from remote work to permanent on-site work we encourage leaders to give employees 4 weeks’ notice where possible. That may vary depending on the urgency of the business need. Discuss with your manager any regular meetings or instances that you will be required to be on-site throughout the year as part of your remote work agreement.
If my remote work status changes, how do I let the University know?
After confirming the arrangement with your manager, employees must update their status in HRMS using the directions found here.
Need support?
Contact Human Resources
Your manager can help answer questions and provide direction, but you can also reach out to the Human Resources office for additional support. Visit our Contact page for ways you can reach out.