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Telecommuting Policy

The President's Letter  (April 9, 2025)

 
Dear Faculty and Staff, 
 
I am so grateful to be able to work at a mission-driven institution where the work we do has a direct positive impact on the lives of those around us and across the state of Utah. The world has experienced a lot of change since 2020, and we have adjusted and adapted in many ways over the past few years to continue to fulfill our mission. Like most of higher education, SLCC adopted broad-scale remote work schedule options for the first time to provide flexibility and support for both employees and students. Remote work options developed organically and often differently across the college, and it is not surprising that in the past few months I have heard many concerns about a lack of consistency with remote work schedules from one area to the next. 
 
Remote work can be a useful tool in increasing employee productivity, supporting student learning and success, and enhancing work-life balance. And determining eligibility for remote work options should be consistent, clear, and aligned with our mission. To that end, I have asked the Executive Cabinet to help reset our approach to remote work for all staff beginning this summer. Here are the college-wide guidelines for remote work starting in June 2025: 
  • Based upon specific work responsibilities, staff may be eligible to work remotely up to 2 days per week as approved by their supervisor. Currently, most staff working remotely do so for 1 day or less, and this guideline supports our current practices.
  • During the four-day summer schedule, remote work will be limited to one day per week (May 17 – July 26).
  • An exception process will be available for staff to request more remote days, and all exceptions will be approved at the Vice President level. The Vice Presidents have developed common criteria to ensure exceptions best support SLCC’s mission and outcomes and continue to foster a healthy and vibrant working environment at SLCC. 
Eligibility for remote work will depend upon the individual roles and responsibilities for each employee position and the needs of the office and area to ensure access and high-quality service for students, community members, and other employees. Supervisors will also be expected to provide consistency and fairness in the availability of remote work opportunities for similar employee positions. The exception process is not required for positions noted as fully remote within their job description. 
 
In determining whether a remote work schedule can be considered, supervisors should consider the requirements for each role, including (a) where industry standards support increased remote/hybrid work; (b) the extent to which the position requires daily face-to-face interaction with students, other employees, or community members; (c) and whether the essential functions of a position can be performed offsite. For remote schedule exceptions of more than two days, positions will be expected to share workspaces on campus to effectively utilize existing facilities. Supervisors, in alignment with guidelines set by their Vice President, will maintain flexibility in determining meeting expectations and the days on which remote work can be scheduled. 
 
In addition, all staff working remotely will be expected to maintain the following standards: 
  1. Employees working remotely will be expected to sign SLCC’s Remote Work Agreement, which outlines specific work conditions that must be met to maintain the professional standards required for all SLCC employees.
  2. Employees working remotely must maintain “visible availability” defined as actively responding to direct messages and emails within a reasonable timeframe. Employees will also be expected to ensure their online status on the college’s default communication platform (i.e., Teams) accurately reflects their current activity. 
  3. Remote schedules are flexible and may need to be modified to ensure offices maintain regularly posted operational hours. Remote schedules will also be reviewed annually to ensure they continue to meet department needs. 
  4. Employees are expected to attend required in-person functions as communicated by their supervisor. 
My hope is that these college-wide guidelines will create a common standard for the institution while still providing some flexibility for departments to determine how best to leverage remote work options. Our intent is to build a framework for a consistent, fair, clear approach to remote work.
 
I also want to acknowledge that remote work options are different for faculty because of their workload type, but the general framework is focused on fulfilling our mission by providing high-quality student learning experiences through on-campus presence and regular and substantive interaction in online courses. Guidance for “campus presence” for faculty is being provided through the Provost Office. 
 
Thank you again for choosing to work at Salt Lake Community College. We are our people, and we attract amazing faculty and staff to SLCC because of our mission, values, and impact. We are better because of you! We hope our revised approach to remote work will ensure success for all. 
 
Remote Work Guidelines:
 Eligibility for remote work will depend upon the individual roles and responsibilities for each employee position, and business needs of the office and area to ensure access and high-quality service for students, community members, and other employees.
 
Remote Work Eligibility Criteria:
 In general, the expectation for all faculty and staff is:
  1. Employee must sign SLCC’s Remote Work Agreement in Etrieve which will run from July 1, 2025-June.
  2. Must be available during regularly scheduled business hours, accessible, responsive, and maintain “visible availability” online.
  3. Coverage must be coordinated and ensured through supervisor.
  4. Supervisor will consider:
    1. Extent to which the work functions of a position require in person interactions with students, other employees, or community members.
    2. Whether essential functions of position can be performed offsite.
    3. If industry standards support increased remote work for similar positions.
  5. Supervisor has discretion on approval of remote days based on business and departmental needs, coverage, and employee performance and productivity.
  6. Non-compliance may result in reevaluation of and or jeopardize remote work availability.
  7. Remote schedule exceptions of more than two days will be considered based on justification and approval of VP and may require shared workspaces. The exception process is not required for positions noted as fully remote within their job description.
  8. Employees are expected to attend required in-person functions as communicated by supervisor.
  9. ADA/Accommodations supersede the remote work agreement. 
  10. Working at SLCC is a privilege and remote work is a perk.
*Note regarding Faculty:
 Remote work options are different for faculty because of their workload type, but the general framework is focused on fulfilling our mission by providing high-quality student learning experiences through on-campus presence and regular and substantive interaction in online courses. Guidance for “campus presence” for faculty is being provided through the Provost Office.
 
*Note regarding Supervisor responsibilities:
  • Supervisors, in alignment with guidelines set by their Vice President, will maintain flexibility in determining meeting expectations and the days on which remote work can be scheduled.
  • Supervisors will be expected to provide consistency and fairness in the availability of remote work opportunities for similar employee positions.
In general, the expectations for both faculty and staff are: 
  • Work must be accessible online with working wifi service.
  • Coverage must be coordinated and ensured. 
  • Remote workspace must be clean, well lit, with the ability to be uninterrupted. 
  • Exceptions will be reviewed and considered based on justification and approval of the division VP. 
  • Availability on Teams or Zoom during business hours is critical. On camera presence while working remote is expected.
  • Non-compliance may result in reassessment of remote work eligibility. 
 Questions and Answers: 
  1. Q: Are faculty and staff eligible for remote work? Yes, as per the guidelines.
  2. Q: What if I have an ADA or FML accommodation that permits remote work outside of these guidelines? The ADA or FML accommodation may have special circumstances that will need to be addressed as part of the interactive process.
  3. Q: Where can I find the Etrieve form? In Etrieve, under the Telecommuting Request Form
  4. Q: When do I need to submit a Telecommuting Agreement? Telecommuting agreements will be set-up on a semester term basis moving forward—for all non-faculty members (staff) who wish to work 1-2 days remotely per week (depending on supervisor review and approval). This form can be found in eTrieve under "Telecommuting Work Agreement". For 2025, Fall requests need to be submitted by August 15, 2025, and for Spring semester, requests need to be completed and approved by December 19, 2025.
  5. Q: If my schedule changes, what do I need to do? Communicate with your supervisor and submit a new Telecommuting request in Etrieve. 
  6. Q: Can I work remote on my smartphone? Not entirely. There may be instances where that is doable or where a meeting can be taken over Teams/Zoom on a phone. However, ensure the expectations listed above are adhered to.
  7. Q: If I am on corrective action, do I qualify for telecommuting options? Yes. Please work with your supervisor for coverage, expectations, and scheduling.
  8. Q:  When is this effective? June 1, 2025.
  9. Q: Will SLCC provide internet or equipment to work remotely? No.
  10. Q: What positions may not qualify for telecommuting work? Depending on the role, work scope, position requirements, some positions may not be eligible for remote work. 
  11. Q: What happens to my on-site office if I get approved for 2+ days offsite? The department may make the office a shared space. 
  12. Q: When I work offsite, what is the work schedule? Please coordinate coverage with your supervisor and department. 
  13. Q: Everyone in my department is getting a remote day, except for me, what do I do? Visit your supervisor to discuss this request.
  14. Q: How do I request an exception? The exceptions process is outlined above and is reviewed and approved by the division Vice President.
  15. Q: How do you determine if a specific position meets the remote work eligibility criteria? In conjunction with your supervisor, the Employment and Compensation team may provide guidance to supervisors. 
  16. Q: How do you determine what remote work schedule parameters make sense for your area? In conjunction with the department, the Employment and Compensation team may provide guidance to supervisors. 
  17. Q: How do you determine whether a remote work schedule request from an individual can be considered? Depending on role, coverage, department need, supervisors may consider all requests. 

Etrieve Telecommuting Form

Telecommuting Request Form