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Search Completed | Title | TELECOMMUTE- REMOTE WORK GUIDELINES
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UC SANTA BARBARA – HUMAN RESOURCES
TELECOMMUTE- REMOTE WORK GUIDELINES I. Summary
UC Santa Barbara’s Telecommute- Remote Work guidelines ensure compliance with applicable UC policies and state and federal laws in support of employees working remotely or telecommuting. In some circumstances, allowing an employee to telecommute or work remotely can be mutually beneficial to both the institution and the employee. In other circumstances, the nature of the position and/or the availability of work space at the UCSB worksite, may require employees to work at alternate work locations. These guidelines are applicable to all staff employees who are approved or required to work at an alternate location other than on the campus or on University-owned or leased property (UCSB worksite).
A. Telecommuting: Telecommuting is a work arrangement that allows an eligible employee to work one or more days at an alternate location instead of commuting to a UCSB work site. The telecommuting arrangement can be a set schedule or variable/upon request. Telecommuting employees have an assigned work location, e.g., office or cubicle, at a UCSB worksite.
B. Remote Work: Remote work allows an eligible employee to work entirely at an alternate work location other than a UCSB worksite. In most cases, this is the employee’s home. Remote work can occur in the Santa Barbara region, anywhere in the State of California or in the United States. In most situations, the employee will not have an assigned UCSB worksite, e.g., individual office or cubicle. Where the employee is originally hired to work remotely, the employee may not have the option to discontinue the remote work arrangement and request a work location at a UCSB worksite without the agreement of the hiring department.
C. Exempt Employees: Exempt employees are defined as employees who, based on duties performed and the manner of compensation, are exempt from the Fair Labor Standards Act (FLSA) minimum wage and overtime provisions. Exempt employees are paid an established monthly salary and are expected to fulfill the duties of their position(s) regardless of hours worked. Exempt employees are not eligible to receive overtime compensation or compensatory time off, and are not required to adhere to strict time, record keeping, and attendance rules for pay purposes. Exempt titles are identified in University wide title and pay plans.
D. Non-Exempt Employees: Non-exempt employees are defined as employees who, based on duties performed and the manner of compensation, are subject to all FLSA provisions. Non-exempt employees are required to account for time worked on an hourly and fractional hourly basis and are to be compensated for qualified overtime hours at the premium (time-and-one-half) rate. Non-exempt titles are identified in University wide title and pay plans.
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