Richmond Home

Staff Guidelines for Telecommuting in Emergency or Adverse Situations

These guidelines provide assistance to units when establishing telecommuting arrangements for employees whose responsibilities can be performed outside the traditional office setting during emergency or adverse situations such as due to weather, a pandemic, or an unsafe working environment. Use this abbreviated set of guidelines when implementing a full flexible work arrangement agreement is not practicable.

A unit’s decision as to whether a telecommuting arrangement is feasible will depend upon:

  • The employee’s job responsibilities—if certain tasks and assignments can be performed at home
  • Availability of necessary equipment and materials to perform the work
  • The home or remote work environment—if it is one in which the employee can work productively and safely

When telecommuting, employees are still obligated to comply with all University of Richmond rules, policies and procedures. Violation of such rules, policies and procedures may result in immediate cessation of the remote working arrangement, and possible corrective action. Telecommuting does not change the terms and conditions of employment with the University of Richmond. University and unit demands remain a priority.

Non-exempt employees must continue to accurately record all hours worked to ensure compliance with the recordkeeping and overtime requirements of the law.

Employees are eligible for Workers' Compensation when telecommuting, and must follow the university's procedure for reporting job-related injuries.

Once a determination is made that working remotely is feasible, supervisors should determine:

  • The job duties that will be performed during telecommuting hours
  • The expected work schedule and work hours including availability for calls, if needed
  • How necessary communications will be maintained
  • Potential problem areas and plan for how to handle those problems
  • How safety and security of sensitive data are to be maintained

A telecommuting arrangement may be discontinued by the supervisor or the employee with or without notice. At a minimum, the arrangement will be reviewed when the adverse working situation comes to an end. A remote working arrangement that continues beyond the end of the emergency or adverse situation is subject to the provisions of the flexible work arrangement guidelines.