Consistency with Existing Policies and Practices

Job performance will continue to be evaluated in accordance with University guidelines and procedures. Performance expectations and the evaluation process do not change because of remote work. However, supervisors have the right to assign alternate work assignments, as necessary, that are in alignment with an employee’s Position Description Questionnaire or Work Plan.

Supervisors and employees are expected to comply with existing university rules, policies, practices and instructions. Violations may result in disciplinary action.

Supervisor Responsibilities

Determine which employees are eligible for remote work; allow remote work when it will not disrupt business operations or productivity.

Establish and maintain regular communication with employees who are working remotely to assign work, provide direction and instruction, and review completed work.

Establish standard work hours or agree upon flexible work schedules.

• Account for time worked for hourly employees in the same manner as on-campus work.

Employee Responsibilities

Establish a remote work environment that is conducive to working.

Be available during normal business hours. Employees shall maintain presence and accessibility as directed by their supervisor through laptop computer, mobile phone, email, messaging applications (including text messages), and/or videoconferencing during assigned work hours.

Unless otherwise agreed, maintain regular work hours and days. Employees are responsible for accurately completing timesheets in accordance with University Policies and Procedures.

Classified and non-exempt (hourly) employees who expect to work more than the standard number of hours should seek advance approval from their supervisor for overtime or compensatory time.

Employees must continue to request advance approval for annual or sick leave. Requests for annual and sick leave shall be made through Workday unless otherwise directed by the supervisor.

Complete job duties and responsibilities as if on campus. Work and maintain productivity, performance, communication and responsiveness to ensure business operations are continuing. This includes remaining available to participate in telephone or video meetings.

While working remotely, an employee’s salary, job responsibilities, and benefits will not change. However, employees may be required to perform alternate work, as assigned by the supervisor that is in alignment with an employee’s Position Description Questionnaire or Work Plan under an existing Telecommuting Agreement.

Communicate with supervisor to discuss the status of work assignments; provide written summaries of progress; and let supervisor know when additional assignments or work are needed. This information will be used to support performance evaluation.

Do not use personal vehicle for UNLV business.

Maintain safe and secure conditions and safety habits at the alternate work site.

Employees will sign an inventory of all University equipment received. UNLV materials and equipment must be kept in a safe and secure area at the alternate worksite.

• Employees agree to use university-owned equipment, records, and materials for purposes of university business only, and to protect them against unauthorized or accidental access, use, modification, destruction, loss, theft or disclosure.
• Employees must promptly report any loss, damage, or unauthorized access to a supervisor.

Follow UNLV data privacy, security, and confidentiality policies and protect all confidential University documents from unauthorized access.

Report to supervisor immediately any job-related injuries or accidents that occur during remote work.

• In the case of injury, theft, loss or other liability, allow agents of UNLV to investigate and/or inspect with reasonable notice.

Contact supervisor for office supplies as needed.

• Be aware that no out-of-pocket expenses will be reimbursed without prior written approval from supervisor.
• UNLV is not responsible for costs incurred related to residential insurance or utility costs.

Additional Guidance for Hourly (Non-Exempt) Employees

Employees who are eligible for overtime are required to take rest and meal breaks while working remotely.

Hourly employees should account for time worked in the same manner as on-campus work or use alternate timekeeping as directed by the supervisor.