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Publication Title | TELECOMMUTE- REMOTE WORK GUIDELINES

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Text | TELECOMMUTE- REMOTE WORK GUIDELINES | 003



UC SANTA BARBARA – HUMAN RESOURCES
Regardless of the type of work performed, the employee must be able to fully perform the job duties during scheduled hours of work. The employee must have a satisfactory or better performance rating and a good attendance record. Employees should not be approved to telecommute or remote work in response to an inability to get to work on time or consistently. Employees should also not be approved to work at an alternate work location so that they are able to provide child care or other caregiving at the same time they are expected to perform their assigned duties.
C. Location of Alternate Worksite
In general, career, contract or limited status employees may work in alternate locations in the Santa Barbara region, within the State of California or in another state within the United States. While UC Policies and California laws apply to employees working in the Santa Barbara region and within the State of California, these same policies and laws may not apply to employees working in another State or outside of the United States.
1. Work Location in a State other than California. An employee who has a work location out of California may be deemed to be physically based in that other state, most likely in remote work situations, and be entitled to the benefits of the state labor and employment laws where he or she works. Employees working remotely in a state other than California must log onto the UCPath Portal, select “Payroll” under the “Forms Library”, and update their Out-of-State Tax Withholding (click here for further instructions).
If a department has questions regarding state specific laws, the department should contact the HR Employment Unit for referral to University counsel and/or referral to external legal advisory services.
2. Work Location Outside the United States. The risks for the University and the costs associated with ensuring compliance with a foreign country’s employment and tax laws most typically outweighs the benefits of allowing an employee to work at an alternate work location outside of the United States. The risk and potential costs to the institution exist even if the employee is requesting to temporarily work at an alternate location outside of the United States. If a department wishes to allow a career, contract or limited status employee to work in an alternate work location outside of the United States, the department must contact the Human Resources (HR) Employment Manager for review of the decision prior to approval or implementation. The HR Employment Manager may refer the manager to University Counsel for review and further discussion before a final decision is reached. Control Point approval may also be required.
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