Working Remote While Traveling - Digital Nomad Information Series
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Search Completed | Title | TELECOMMUTE- REMOTE WORK GUIDELINES
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Text | TELECOMMUTE- REMOTE WORK GUIDELINES | 002
UC SANTA BARBARA – HUMAN RESOURCES
Personnel Policies for Staff Members Policy 30 Compensation Applicable Collective Bargaining Agreements
Electronic Communications Policy
UCOP Internet Technology Policies and Guidelines BFB-G-28 Travel Regulations
BFB-G-46: Guidelines for the Purchase and Use of Cellular and Other Portable Electronic Resources
IV. Determination of Eligibility
Approval of an employee to work remotely or telecommute is at the sole discretion of management. There are several factors that management must consider prior to approving an alternate work location including type of employee, type of work performed and location of the alternate worksite. The manager should also consider the operational needs of the department and the impact of the decision on other employees working in the same unit.
A. Type of Employee Position
In general, regular status career, contract or limited employees in exempt positions may be approved to work remotely or telecommute.
Career, contract or limited status employees in a non-exempt position are generally not appropriate types of employees to approve for an alternate work location. If a department wishes to hire or approve an employee in a non-exempt position to work remotely or telecommute, the department should contact the HR Employment unit to discuss the potential risks and identify sufficient controls that will need to be in place to ensure compliance with applicable time reporting and overtime requirements in managing the non-exempt employee at an alternate work location in accordance with UC policies and state and federal law.
Department heads, managers or supervisors with responsibilities that include direct supervision of staff and departmental operations are generally not appropriate to approve for alternate work locations. In addition, newly hired, probationary or trainee-level career employees generally should not be approved for an alternate work location.
B. Type of Work Performed
The type of work that an employee performs is also a factor in determining the appropriateness of approving an alternate work location. In general, job duties that involve analytical work, research, advising or computer-oriented duties (data entry, web page design, word processing, programming) may be the most appropriate types of work to be performed at an alternate work location. Job duties that are unsuitable to be performed at an alternate work location include duties that require in-person interaction, direct supervision or access to material that cannot leave University property, e.g., protected or confidential data or documents.
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