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The following provides an update on the status of the telecommuting and leave rule relaxation policies Rutgers originally enacted in March 2020. In order to continue to support the health and safety of the university community, the university:

  • Extended until August 31 30, 2022, the relaxation of Section II (A) of Policy 60.3.22 Alternative Work Arrangements and Telecommuting for Regularly Appointed Staff with regard to who is eligible to telecommute. The requirement to enter into a telecommuting agreement between the employee and their department still will not be necessary. All other policy provisions are no longer relaxed.

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COVID-19 Telecommuting

Telecommuting is a work arrangement in which some or all work is performed from home or other off-site location. In general, regular office hours are worked; however, a department head may approve a work schedule outside of regular business hours.

What to Consider

We are encouraging department heads to be flexible in allowing telecommuting arrangements where feasible.  A department head’s decision as to whether a telecommuting arrangement is feasible will depend on:

  1. The employee’s job responsibilities – if certain tasks and assignments can be performed at home or must be performed in person or on site;
  2. Availability of necessary equipment and materials to perform work;
  3. The home environment – if it is one in which the employee can work productively and safely; and/or,
  4. Other factors as the university may deem appropriate.

When telecommuting, employees are still obligated to comply with all university rules, policies, and procedures (as they may be modified by the university) to the extent they are deemed necessary and/or appropriate.

Once a determination is made that a telecommuting arrangement is feasible, supervisors should determine:

  1. The job duties that will be performed during telecommuting hours;
  2. The expected work schedule and work hours including availability for calls, if needed;
  3. How communications will be maintained;
  4. How safety and security of sensitive data will be maintained; and
  5. Timekeeping expectations for non-exempt employees.