Teleworking Program

An eligible staff employee wishing to request a teleworking arrangement must first discuss the request with their supervisor. All teleworking arrangements require advance approval by the appropriate management and the Office of Human Resources and must be documented in a fully executed Teleworking Agreement before the employee begins working remotely. Please follow these steps, as outlined:

1. Employee discusses the proposed teleworking arrangement with their supervisor.
2. Employee completes the Teleworking Request Form and the Teleworking Agreement and submits both documents to their supervisor for review.
3. Supervisor/Department Manager reviews the request based on the responsibilities of the position, operational needs of the department, employee eligibility, and the requirements of the Teleworking Policy.
4. If supported, the Supervisor/Department Manager forwards the Teleworking Request Form and Agreement to the Division Vice President for review and approval.
5. Following approval by the Division Vice President, the completed Request Form and Agreement are forwarded to the Office of Human Resources for final review and approval. No teleworking arrangement may begin until all required approvals have been completed.
6. The fully executed Teleworking Agreement is maintained by the Office of Human Resources. The employee and supervisor should also retain a copy of the approved agreement.

Teleworking Points to Note

• Any change to an approved teleworking arrangement requires review and approval. This includes changes to the employee's remote work schedule, approved work location, position, department, or other material terms of the arrangement. 
• Teleworking Agreements are temporary and do not automatically renew. Employees who wish to continue teleworking beyond the expiration of an approved agreement must submit a new request and receive approval before the existing agreement expires. 
• Employees must return to their regular in-person work schedule when an agreement expires or is discontinued unless a new or modified arrangement has been approved. Retroactive approval of a teleworking arrangement will not be permitted.

• Does the request support the mission of the department?
• Can the work be performed remotely?
• How will supervision of teleworking staff be carried out?
• Does the teleworking arrangement impact services?
• Does the teleworking arrangement unduly burden other staff?

• Job duties require access to specific personnel, onsite files, or specialized space/equipment/technology in order to effectively perform the job
• The position had regular in-person client/customer/student interaction pre-COVID which became less efficient or effective in a remote environment.
• Position’s job duties require participation in onsite meetings or presentations.
• Telework relationship adds additional cost to the employer. For example, a remote telework arrangement should not typically result in the duplication of office equipment.
• Employee’s continued telework negatively impacts team performance.
   

• Job duties can be conducted outside of the worksite
• Teleworking does not affect the service quality or organizational operations
• Teleworking does not add additional cost to the employer.
• Teleworking does not negatively impact team performance.
   

A teleworking arrangement allows an employee to perform the essential functions of their job from an alternate work location.

Staff employees must have been in their current position for at least six (6) months, demonstrate satisfactory performance and productivity, and have no record of disciplinary action within the past twelve (12) months that would raise concerns regarding their ability to successfully telework. Employees must also demonstrate the ability to work independently, meet deadlines, and remain productive while working remotely.

Positions best suited for telework generally have defined and measurable responsibilities, require minimal special materials or equipment, and do not require frequent in-person interaction. Employees must also be available to report to campus for meetings, training, or other operational needs as required.

Approved teleworking locations must be in Rhode Island or, with prior approval and consistent with the Teleworking Policy, in surrounding communities in Massachusetts or Connecticut.

Employees interested in teleworking should discuss the suitability of an arrangement with their supervisor.

An approved work site other than the employee’s principal office/work station location where official RIC business is performed. Such locations may include, but are not limited to, employee’s homes or satellite offices.

Applications are currently being accepted.

A Telework arrangement may not begin prior to completing and receiving express approval by the appropriate administrators (Director, AVP or VP and Director of HR) via the appropriately completed Teleworking Request Form and Teleworking Agreement.

The length of the teleworking arrangement is temporary and will be approved for the length of time indicated on the “Teleworking Agreement,” but in any case may not continue for more than 12 months.

Yes. Teleworking is not an entitlement or employee right. Teleworking arrangements are approved on a case-by-case basis. Employees on a Teleworking arrangement are required to adhere to all terms and conditions of the Teleworking Policy and all state and RIC policies, practices, rules and procedures as if the employee is working on-site at RIC. Further, employee participation is voluntary, therefore, the employee, director or authorized official may terminate the Teleworking arrangement at any time and for any reason, with or without cause, with advance notice where feasible.

Employees approved to work remotely must use a College-issued laptop or other College-authorized device to perform College work and access College systems and information.

Employees are responsible for maintaining an appropriate remote workspace and for providing their own internet service, telephone service where necessary, furniture, utilities, and other home-office expenses.

Employees are expected to safeguard College equipment, information and records while working remotely and comply with all applicable College information technology, information security, confidentiality and records requirements.

College-issued equipment remains the property of Rhode Island College and must be appropriately safeguarded and returned upon request or when the teleworking arrangement or employment ends.

Staff employees that wish to be considered for teleworking must complete and submit a formal request using the Teleworking Request Form and Teleworking Agreement. The completed forms are submitted to your direct supervisor for review. Your supervisor will coordinate the review of the formal request with the appropriate RIC administrators and HR.

The Teleworking Policy, Teleworking Request Form, and Teleworking Agreement are available on the Office of Human Resources Forms page.