HR Guidelines on Remote Work Related to Coronavirus
These guidelines apply to exempt, non-exempt and non-union employees. They take effect March 16, 2020 and will remain in effect until further notice.
Resolving decisions as to whether a job may be done remotely:
- Supervisors are encouraged to consider allowing staff to work remotely where practicable.
- Supervisors should treat employees consistently.
- For unique situations, supervisors should contact their HR business partner.
- If working remotely is not an option, employees should come to work but supervisors should consider:
- alternate work arrangements (e.g., alternate work hours or alternate work space on campus which affords social distancing); and
- alternate job assignments (e.g., project work).
- Work and Leave Options [pdf] are available (PTO, unpaid leave of absence, etc.).
Considerations in determining whether work may be performed remotely:
- Job duties
- Task interdependence
- Type of customer service provided
- Operational needs of the department or unit
- Equipment needs
- Whether the funding source permits remote work, and if so, where work can be performed remotely (e.g., within the U.S.)
Expectations for approved remote work:
Work your normally scheduled hours each day unless otherwise agreed with your supervisor.
- If illness or other issues prevent you from working remotely, you will be expected to take PTO, follow current leave options and follow the normal process for reporting off work.
- Conduct your work with the same professional, technical and ethical standards as you do today. All policies and procedures of Carnegie Mellon University remain in effect, including expectations for performance and productivity.
- Be in regular communication with your supervisor and respond in a timely manner on all applicable communication channels (email, phone, text, Slack, etc.) during your normal work hours.
- You will be required to ensure that you maintain your computer, and the information you have access to, securely. You also will need to comply with all Information Security Office directives related to patching, virus scanning and software updating as needed.
- Non-exempt employees:
- Must continue to accurately complete a timesheet of all time worked through the Workday system.
- May not work overtime hours without written pre-approval from your supervisor.
- If an employee’s job duties do not allow remote work and the employee is 60 years old or older, or has an underlying medical condition that may put the employee at higher risk for complications, the employee should be counseled by their HR business partner on the processes for Work and Leave Options [pdf].
- If an employee’s children are home because their school is closed due to COVID-19, the employee should work with their supervisor and be counseled by their HR business partner as follows:
- Normally, working from home would not be permitted. For this extraordinary situation, remote work may be available.
- PTO and other Work and Leave Options [pdf] are available.