Summer Telework Policy

Eligibility

Eligibility Criteria

• Employees who are currently eligible for the University’s telework policy and have demonstrated the ability to work remotely in the past
• Employees who currently have an existing telework agreement in place with their manager or supervisor 
• Employee with university-issued computer equipment and/or devices
• Non-essential employees
• Non-union employees
• Non-student, temporary wage employees

Requirements

General Requirements

The guidelines outlined in the university’s telework policy should be adhered to during this period. Key factors include.

• Howard University considers telework to be a viable, flexible work option when both the employee and the job are suited to such an arrangement. Telework may be appropriate for some employees and jobs but not for others.
• Telework is not an entitlement and in no way changes the terms and conditions of employment with Howard University.
• Telework is deployed in appropriate situations in which the employee’s work can be performed reasonably at an alternate location to the employee’s HU office, without compromising work quality, productivity, customer service, or required office coverage.
• Employees are expected to remain available and accessible during regularly scheduled and approved work hours
• The university has the sole discretion to discontinue this program at any time

Procedure

• Academic departments, summer school class schedules, and summer research activities with pre-set schedules and laboratory assignments should be observed and impacted employees should speak with their respective managers or deans. Managers and deans have the option to alternate another weekday during the summer if an employee must work on-site on Fridays.
• Non-exempt and temporary wage employees will be required to enter hours in Workday for approval by their manager, supervisor, or timekeeper.