Employee Work Location Information

Updated April 1, 2022

As outlined in the University Leadership's March 29th message to Purdue faculty and staff:

Purdue employees are expected to work with their supervisors to determine the best work location arrangement, based upon the needs of the department. All fully remote work requests must be approved by the Dean of Engineering to facilitate cohesive program planning and delivery. Current guidelines for working remotely can be found here.

Definitions:

1. Remote Work is defined as completing one’s work away from campus 100% of the time.
2. Hybrid Work is when an employee has the ability to work either on campus or from another location (e.g. their residence) on a given day.
3. On-site Work is when an employee works at their designated work location on campus.

Process for Remote Work Requests:

There are several considerations that a supervisor and department head should think about when reviewing the possibility of an employee working remotely which are outlined here.

1. A supervisor who approves a faculty or staff member to work remotely 100% of the time should begin by obtaining approval from the Department Head. If the Department Head supports the request to work remotely, the supervisor should complete the CoE Work Remote Request Form (DOCX) and submit to the Dean of Engineering for approval (send requests to Will Sondgerath, Assistant Dean for Staff, at wsondgerath@purdue.edu).
   • The University and the College agree that the Department Head is in the best position to determine what staff work location works best to serve our students, faculty, and education and teaching enterprise. Supervisors and Department Heads should look at the specific circumstances for each staff member. If the answer to either of the following guidelines is affirmative, then the Dean may approve the 100% Remote Work Location Request. If the Dean approves the request, then the employee should complete the Remote Work Acknowledgement DocuSign Form, which is then sent to their supervisor for approval.
     • Does the staff member have a valid medical necessity to work remotely?
     • Is the staff member performing at an exceptional level in a vital area and asking them to work at least partially (i.e. hybrid), could lead to a retention risk?
     • By having this employee work remotely, what burden will this place on any on-site staff? Will on-site staff have additional responsibilities due to this individual working remotely? Is this work arrangement equitable?
2. If the employee will be working outside of the State of Indiana for more than 22 days, a Change in Duty Form must be completed and signed. Note: A Change in Duty request must be reviewed and approved by numerous individuals. A remote work arrangement is not for an indefinite period of time. Change in Duty forms, if not otherwise specified, should be reviewed twice per year--by June 30th and December 31st –and indicate whether the work arrangement is “re-approved” or “denied” at that time.
3. A remote worker is required to follow the workplace safety and IT security standards set forth by the University.
4. Once determined, supervisors should complete the Work Location Status in Success Factors.
5. An employee’s Remote Work arrangement may be modified or terminated at any time, based upon the business need of the department, or other factors.
6. Please familiarize yourself with the Travel Reimbursement Guidelines for Remote Staff which outlines the eligibility for remote staff to be reimbursed for travel to campus.

Process for Hybrid Work Location Request

1. A supervisor who approves a faculty or staff member for hybrid work should have the agreement with the employee documented in writing, along with the Department Head’s approval.
2. Employees approved for hybrid work should complete the Remote Work Acknowledgement DocuSign Form. Note: If this form was previously completed, it does not need to be submitted again.
3. A hybrid worker is required to follow the workplace safety and IT security standards set forth by the University.
4. Once determined, supervisors should complete the Work Location Status in Success Factors.
5. An employee’s Hybrid Work arrangement may be modified or terminated at any time, based upon the business need of the department, or other factors.

Process for On-site Work Location

1. Once determined, supervisors should complete the Work Location Status in Success Factors for each direct report.